Ways to Support Team Members in Achieving Their Goals

When it comes to identifying and dealing with motivation issues in my team, I rely on my experience as a leader. Here's what I've found effective: 1. Talk It Out: I have regular one-on-one chats with my team members. I ask them how they're feeling, what's going well, and what's not. This helps me spot any motivation problems early. 2. Feedback Matters: I make sure to give feedback that's useful. When they do a great job, I tell them. When they need to improve, I talk about how they can do it better. 3. Goals Are Key: I set clear goals for the team and each person. When everyone knows what they're working toward, it's easier to stay motivated. 4. Trust and Freedom: I trust my team to make decisions within their roles. It gives them a sense of ownership and can boost motivation. 5. Say Thanks: Recognizing hard work with a simple "thank you" or a small reward can make a big difference. 6. Deal with Stress and Conflicts: If someone's stressed or there's a conflict, I don't ignore it. I offer support and try to find a solution. 7. Learning Opportunities: I make sure my team has chances to learn and grow. It keeps them motivated when they see a path for their career. 8. Lead by Example: I set the tone by being enthusiastic and committed to my work. It encourages my team to do the same. 9. Flexibility: I'm flexible when it comes to personal needs and work-life balance. Happy team members are motivated ones. 10. Feedback on Company Culture: I encourage my team to share their thoughts on our company culture. If something's off, we work on fixing it together. Remember, keeping the team motivated isn't a one-size-fits-all deal. Each person is different, so I adjust my approach accordingly. Regular check-ins and being open to feedback are key to keeping motivation levels high. #Leadership #Motivation #TeamManagement #EmployeeEngagement #ContinuousImprovement

Throwing money at your team won't retain top talent. These 15 ways to show gratitude will. Most leaders wait for big milestones to show appreciation. But team members are most engaged when they feel valued every day. The difference between a good leader and a great one is down to the little things: 1. Brag about team members' best characteristics.  ↳ Don't just acknowledge. Bring up their virtues like perseverance or kindness. 2. Create time for individual growth. ↳ Dedicate resources for personal learning or courses that align with their passions. 3. Create custom gratitude rituals. ↳ Tailor rituals for gratitude, like a personalized thank you message for each team member. 4. Celebrate micro-wins. ↳ Acknowledging small wins is a proven way to trigger dopamine and build momentum. 5. Facilitate mentorship. ↳ Pair people with mentors or mentees, showing gratitude by investing in their future. 6. Silent acknowledgment. ↳ Practice surprise acts of acknowledgement like arranging for work to be showcased or rewarded. 7. Reverse performance reviews. ↳ Ask for feedback on leadership and be humble when receiving their insights. 8. Share the spotlight. ↳ When praised by higher-ups, redirect attention to the team’s efforts. 9. Personal development days.  ↳ Offer days focused on skill-building or passion projects. 10. Build psychological safety. ↳ Express gratitude for vulnerability and honesty in the team. 11. Highlight their legacy. ↳ Reflect on how someone's work has contributed to the company’s lasting impact. 12. Highlight their potential. ↳ Regularly discuss future possibilities for people within and beyond the company. 13. Acknowledge struggles. ↳ Thank team members for their endurance through difficult periods. 14. Encourage self-reflection. ↳ Provide ways for team members to reflect on their own accomplishments and contributions. 15. Empowerment through autonomy. ↳ Express trust and gratitude by giving team members autonomy to make decisions. The best acts of appreciation are felt in actions, not just words. Which one will you try? Let me know in the comments. - - - - - 📌 Save this post for future reference!⁣⁣⁣⁣ ♻️ Repost if it resonated with you!

How do you help your team members handle challenges—without taking on their challenges for them? 

In working through a challenge and learning from it, your team is able to grow. Think about the last time a team member told you about a challenge they had…and then somehow it was turned over to you to manage, or you picked it up and solved it.

You might be so good at putting out fires you didn’t even realize it. 

I get it. I’m an action-oriented person. I love to solve problems. I love to support my team.

A leader’s job is to coach team members to solve their problems and handle difficult situations, not necessarily do it for them. 

I definitely learned this the hard way as a new leader.

First, I drowned in directly managing the team’s challenges plus my own. Then, I learned my efforts to help my team unintentionally showed them that only I can handle something, or to expect that I will.

I still take seriously my role as a leader to remove barriers and intervene, as appropriate—but I also remind my team members that I believe in their abilities.

Here are three steps to help your team members navigate their own challenges (with your support and guidance, of course). ASK QUESTIONS Ask your team member open-ended questions to help them think through the challenge. You might say, “What do you think the next step should be?” or “How should we handle this challenge?” You want to draw out their perspective and demonstrate that this is something you expect them to manage. DETERMINE YOUR ROLE When your team member starts talking about their challenge, try to determine if they need to vent or need you to do something. Because I have a tendency to jump into things, I have to catch myself to ask if the team member wants feedback, support, or action. If they want feedback or support,they’re showing they intend to manage through the challenge and would benefit from your guidance. If they request action, dig a little deeper before you take this on. Try to understand if they aren't confident in their choices and need reassurance, or if they're delegating the tough stuff to avoid managing it themselves. REINFORCE YOUR TEAM MEMBER’S STRENGTHS Acknowledge your team member’s challenge—and their ability to get through it. Reassure them that you believe they can handle it. You may remind them of how they successfully handled a difficult situation in the past. Most importantly, remember that the leader’s role is not to solve their team's problems—but to help their team become better problem solvers.