The Human Element in Strategy Implementation: How to Motivate Your Team

Employee motivation plays a central role in Strategy Implementation. When team members are engaged and enthusiastic, they are more likely to contribute effectively and propel strategic goals forward. And that influence is impactful, as a 2020 Gallup report shows. It found that businesses that ranked highly in employee engagement were 18% more productive and 23% more profitable than low-engagement teams. However, motivating your team to effectively implement strategies can be challenging.

There’s no quick solution to transforming attitudes. Luckily, there are tools to help managers drive employee motivation. AchieveIt acts as a central hub for employees and managers alike, allowing both to set realistic goals and help the employee succeed.

The significance of this human element in strategy execution goes beyond the standard metrics. It’s about cultivating an environment where team members are not just contributors but active participants in the organization’s success. Managers who want to get the most out of their team need to foster a culture of engagement by understanding what drives each person and then motivating them to propel strategy into action.

Understanding the drivers of team motivation

Understanding what motivates a team should be a vital part of your management style. There are two primary types of motivation — intrinsic and extrinsic.

Intrinsic motivation is the inner drive powered by autonomy, mastery, and purpose. It occurs when individuals have autonomy at work, master new skills, and grasp the purpose of their efforts. Leveraging intrinsic motivation often results in consistent high-quality work and personal growth.

Extrinsic motivation comes from outside sources such as rewards, praise, and pay. It’s useful for quickly engaging new employees who are not yet aligned with the team’s culture. Motivating them with extrinsic goals gives you time to see what intrinsic characteristics drive them.

An effective team leader recognizes that different people are driven and motivated by different factors. Tailoring your motivational approach to individual preferences enhances employee engagement and team performance. It gives each member of the team exactly what they need, not what the person next to them needs. It also makes them feel like their manager understands them as an individual rather than just a part of their unit. This builds respect, which in turn builds engagement and motivation.

Understanding every employee’s desires isn’t always simple. Certain team members may not express their needs upfront, especially in the initial stages before trust is established. However, leaders can use specific strategies to cultivate trust and gain a deeper insight into their team’s motivations:

  1. Surveys: Sending out regular surveys can uncover patterns and preferences, helping leaders understand what motivates their teams both individually and collectively.
  2. Open and effective communication: Creating an atmosphere where team members feel comfortable expressing their needs and preferences fosters a positive work environment. It shows that you prioritize and value their well-being.
  3. Individual conversations: One-on-one discussions allow leaders to delve deeper into the unique motivators of each team member. This more personalized approach allows you to check in and learn more about individuals who might not be as outgoing as their colleagues.

By acknowledging and addressing these individual motivators, leaders lay the groundwork for a motivated and engaged team. This creates a sense of unity and camaraderie that encourages people to carry out their best work.

Leading with inspiration and purpose

True leaders go beyond managing; they are visionaries who the tone for the whole organization. Likewise, team management is more than just task delegation, the most effective managers inspire their teams to reach their full potential.

Different leadership styles impact employee motivation differently. An empathetic and authentic leadership style resonates well with team members. Leaders who understand the personal and professional aspirations of their team members build a stronger connection. This connection translates into a positive work environment where a team feels valued and motivated.

A clear vision is another crucial aspect of leadership. When leaders communicate a compelling vision for the future, it acts as a guiding light for the entire team. This shared purpose creates a sense of belonging and inspires team members to contribute to something greater than themselves.

Leaders need to establish clear goals and communicate them effectively. Team goals act as a roadmap for achieving good work and successful strategy implementation. Utilize SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) to convey the organizational strategy and set achievable targets that support its success. These goals serve as tangible milestones, offering clear direction and a path to success for the team.

When people understand how their work aligns with these measurable goals, it creates a sense of purpose and motivation. This approach ensures that the vision isn’t just an abstract concept but a set of concrete, achievable objectives that contribute to the organization’s overall success.

Beyond improving personal interactions, leaders must work towards creating a better work environment. A supportive and collaborative company culture is essential for team motivation and job satisfaction. Leaders play a pivotal role in fostering collaboration within their teams. Tactics such as organizing regular brainstorming sessions, creating a shared digital space for idea-sharing, and implementing open-door policies can actively encourage teamwork, idea-sharing, and open communication.

Implementing mentoring systems is another strategic move for leaders. Beyond providing guidance, mentors create a collaborative office environment by fostering close-knit relationships among team members. This not only contributes to professional development but also establishes a culture where knowledge is freely shared, and individuals feel empowered to collaborate openly.

Continuous learning and development opportunities are motivational tools that go beyond immediate tasks. When leaders prioritize employee growth and offer opportunities for learning, they signal a commitment to the long-term success of their team. This commitment fosters a positive work environment where team members feel valued and supported in their professional journey. It not only enhances individual skills but also cultivates a culture of innovation and adaptability, contributing to sustained team engagement and motivation.

Effective recognition and reward programs are the final piece of the puzzle. Acknowledging and rewarding progress, both big and small, not only boosts morale but also taps into extrinsic motivators. Rewards such as praise, bonuses and incentives, and team-building activities create a positive work environment where team members see a direct link between their efforts and results. These perks and incentives not only acknowledge their contributions but also reinforce a culture of appreciation. The tangible benefits act as powerful motivators, encouraging individuals to consistently strive for excellence and actively contribute to the team’s success.

Use AchieveIt as a catalyst for a motivated workforce

Technological solutions like AchieveIt empower leaders to build motivated and high-performing teams. AchieveIt’s integrated plan management system acts as a central hub for your entire organization. It allows for transparent goal-setting, increases visibility amongst your teams, and assesses performance to allow for better team recognition.

Find out how AchieveIt can positively impact your team’s motivation firsthand. It will increase engagement, improve retention, and, ultimately, turn your strategy into success.

Request a personalized consultation with our team today and find out more.


Meet the Author  Chelsea Damon

Chelsea Damon is the Content Strategist at AchieveIt. When she's not publishing content about strategy execution, you'll likely find her outside or baking bread.

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