So, you’ve wrestled your way through the first Quarter: the team are doing okay; customers seem to be happy; all going well-ish. But you still feel that there’s something more that you could be doing. That the team could pull more out of the bag than what you’ve done so far. That there’s still a little left to give…..
And it’s understandable. There’s a lot to get done and only a certain amount of hours in the day. The targets are stretching but you’ve made some really promising progress so far. You just need to inject a little bit of pizzazz to help things along.
We all feel like that occasionally. After all, we’re human. We get tired. So here are top tips for kickstarting your team again, to get them revved up and raring to go towards the middle of the year:
- Remind the team of the Vision: you know the one I mean. ‘Why’ you are all here in the first place. ‘Why’ it’s important to them that you hit those goals. ‘Why’ the company is in existence. Without this connection to the purpose, they could be working for anyone….
- Spend time giving a little feedback: it’s one of the best (and cheapest) ways to help someone grow. Raise their self awareness by praising the things they have done a great job on.
- Listen to what the team have got to say: they may seem tired, grumpy, lazy or any other seven dwarves, but you can bet they’ll be feeling motivated after some time spent with their leader and the given the opportunity to have their say.
- Hold a 30-day Check-in: meet with all the team, communicate what progress has been made and what a difference this has made.
- Allow trust to flourish & go easy on the micromanagement: it’s tempting when things aren’t going as we like to jump in and start holding meetings every day to see how you’ve progressed, but If you set out clearly what you are looking for your team to deliver, give them support to do so, then allow them some breathing space to do just that, without their diaries being clogged up by meetings and their autonomy jeopardised.
- Add a little extra incentive: we’ve all read that the evidence for complex bonus structures and remuneration packages driving motivation is not present ( even decreasing it in certain areas..) however incentives which are offered for a simple and easy to understand and achievable task are a different kettle of fish all together. So offer a meal out, front row tickets to the Donmar or whatever floats the particular boat of your team to get them focussed on a short term competition.
- Hold a 60-day Check-In: reward any progress which has been made (publicly and privately) to reinforce the behaviour you want to see
- Wheel in your best client : have one of your customers/ clients come in to talk to the team about what a difference your product/ service has made to their business. Get’s straight to the point of ‘Why’ they’re here and helps instil a sense of pride.
- Give them a break: It doesn’t have to be an expenses trip to Dubai; but a Friday afternoon/ early evening jaunt to somewhere local to get a bit of downtime will be something to look forward to for all
- Cut yourself some slack: With all this focus on other’s it’s easy to forgo the progress you have made, so re-visit where you were this time last year and give yourself a pat on the back.
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Photocredit: Magic Button by GoCredit