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Clue: it’s not about motivating it’s about removing demotivators.
TL;DR
A lot of leaders looking at low motivation themes in their surveys will default to “How can we motivate the team?”. At Stellafai, we’ve learned that there is a much better way to approach this: “What de-motivators can we remove”. This guide explores five ways to remove these de-motivators: Eliminate Bureaucratic Hurdles: Remove hoops to jump through. Psychological Safety: People thrive when they feel safe to iterate. Set Clear Goals: Remove uncertainty around targets. Acknowledge effort: Increase autonomy through acknowledgement. Development and work-life balance: Allow individual development and support.
Removing de-motivators is better than motivating
Motivating your team isn't about grand gestures or superficial pep talks. It's about eliminating the obstacles that drain their energy and enthusiasm. Harvard Business Review suggests that there are four main reasons good teams lose their motivation:
Disruptive emotions, values mismatch, attribution errors and lack of self-efficacy. (HBR)
We’ve pulled together a Stellafai guide to removing those demotivators and unleashing your team’s natural drive.
The 4 main reasons teams become de-motivated
1. Clear the Path of Bureaucracy
What to Do:
- Streamline Processes: Identify and eliminate unnecessary steps in workflows. Make it easy for your team to do their jobs.
- Empower Decision-Making: Allow team members to make decisions within their roles without constant approvals. Trust them to use their expertise.
Why It Matters: Bureaucracy is a motivation killer. When your team spends more time navigating red tape than doing meaningful work, their passion dwindles. Bureaucracy hampers productivity and dampens motivation. By reducing red tape, you enable your team to focus on meaningful work, boosting their energy and output.
2. Foster a Culture of Psychological Safety
What to Do:
- Encourage Open Communication: Make it clear that all ideas and feedback are welcome. Create regular opportunities for honest discussions without repercussions.
- Lead by Example: Show vulnerability. Admit mistakes and learn from them openly to build trust.
Why It Matters: Fear of failure or retribution stifles creativity and engagement. When people feel safe to speak up and take risks, innovation and collaboration thrive.
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3. Set Clear Goals and Expectations
Actions to Take:
- Define Objectives: Clearly articulate short-term and long-term goals for the team and individual members.
- Align Goals: Ensure that each team member’s personal goals align with the team’s objectives and the company’s mission.
Impact: Clear goals provide direction and purpose, reducing confusion and frustration. When team members understand what they are working towards and why their role matters, their motivation and focus increase.
Check out some great goal setting frameworks here: OKRs, SMART goals, BHAGs, Target Outcomes
4. Acknowledge Efforts and Achievements
Actions to Take:
- Celebrate Incremental Wins: Recognise daily efforts and small achievements, not just major milestones.
- Personalise Recognition: Understand and respect each team member’s preferred form of recognition, whether public or private.
Impact: Focusing only on end results can make ongoing efforts feel unappreciated. By acknowledging the process, you maintain motivation and reinforce positive behaviors.
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5. Invest in Professional Development and Work-Life Balance
Actions to Take:
- Provide Training Opportunities: Offer continuous learning opportunities to help team members stay updated and enhance their skills.
- Create Growth Pathways: Develop clear career progression paths to help team members see their future within the company.
- Establish Boundaries: Encourage reasonable working hours and discourage overtime as a norm.
- Offer Flexibility: Provide options for remote work and flexible schedules to support personal needs.
Impact: Investing in professional development demonstrates your commitment to your team’s growth, enhancing their loyalty and job satisfaction. Ensuring a healthy work-life balance helps your team remain engaged and productive, reducing burnout.
Final Thoughts
A lot of leaders looking at low motivation themes in their surveys will default to “How can we motivate the team?”. At Stellafai, we’ve learned that there is a much better way to approach this: “What de-motivators can we remove”.
Approaching low motivation through the Stellafai lense of removing de-motivators, allows you to take action in removing barriers and fostering growth, rather than just providing verbal support and no tangible change. Addressing and eliminating these demotivators while setting clear goals and investing in professional development creates an environment where natural drive and enthusiasm can thrive, leading to a more productive, innovative and motivated workplace.🚀
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