Keeping Team Motivation High During a Fall Slump

‍Before we dive into the how-tos, let’s talk about why it’s worth your while to invest in better motivation among your team. Besides the seemingly obvious reason for higher efficiency in the workplace, a recent Gallup poll suggests that motivation and engagement create higher resiliency and a better probability of navigating through conflict and unpredictable times. Further, maintaining a supportive environment with resources to encourage enthusiasm helps to hold a more stable team. After all, two of the highest indicators for resignation in 2021 were the heavy weight on one’s work/life balance and an underappreciation of strong employee performance. This brings us to the umbrella under which sit all the tools you need as a manager looking to motivate your team: intrinsic rewarding.

Flexibility
‍If your company’s budget doesn’t allow for intrinsic monetary compensation, never fear. Focus on other areas where you can provide flexibility among your team. For example, can you give your employees more leverage on where they conduct their work? Chances are that they’d appreciate having more of a say here. After all, around 60% of workers said that they’d like to have the option of choosing where they clock in every day.

Intrinsic Rewarding
‍‍As this Forbes article suggests, more “extrinsic” rewards, i.e. monetary compensation, are excellent and appreciated short-term bonuses for a job well done. But, they don’t offer the long-term fulfillment needed among a team. Instead, focus on rewarding your team with opportunities that affect their overall well-being. For starters, instead of placing monetary bonuses in the hands of employees directly, consider using these funds to cover the cost of learning opportunities, such as skills courses, which team members can then choose and grow in an area that helps in their current or future roles.

Communication
Alternative forms of flexibility benefit your team and the work environment as well, such as involving individual team members in changes made within the company. In fact, you should aim to get individual feedback to learn how employees might feel more supported. When they give you those suggestions, do your best to incorporate them. This lets members know that they are respected and builds a stronger sense of trust in you as a leader. Extend your own trust to them, too, by encouraging them and granting them the authority to make decisions in their own work days with your leadership.
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Recognition and Appreciation
‍Further intrinsic perks stem from a stronger sense of connection between you and your team members and among themselves. Grow a stronger bond by giving regular, authentic, and custom recognition to each member for a job well done. This involves highlighting the skills they bring to the organization and how they increase the company’s value. In turn, this creates a stronger tie for the individual to the company’s mission and increases confidence going further.