Motivation in Team Management


When the word motivation is mentioned it immediately comes to mind that support and encouragement is required and is necessary to keep the team spirit a live, with the ultimate goal of improving performance and meeting objectives effectively. As a manger it is imperative to be able to identify early enough signs that will indicate that your team is not motivated. These include but are not limited to:

    • Staff not meeting their deadline despite that fact that they are aware of the timeline


    • Lack of involvement during team meeting


    • Not able to think out of the box- just concentrating on what he/she is assigned to


    • Chronic fatigue – possibly due to monotony of the kind of job assigned

Motivation is probably the easiest part in team management, but is normally not fostered until there are issues of non-performance from the team. In order for the manager to maintain and build motivation the manager himself/herself needs to be motivated and recognize how their own management style may influence team motivation. Managers need to take time to reflect on to what extent they are actively delegating duties, identifying weakness and supporting their team, giving acknowledgement and praise when a task is accomplished and working towards creating an environment that is conducive and comfortable for teams to work in. To enhance team dynamic and avoid having staff stagnation during program implementation the following can be tried out by the manager:

    • Mix up the responsibilities of the staff. This will avoid routine duties that eventual leads to fatigue/boredom.


    • Dream big with your team. Share with them the bigger picture of what the targets goal/achievements are. This can be done by reviewing previous scenario’s that they have excelled in and capitalize on the positive


    • Give acknowledgment and praise when staff have tried or achieve a task this will elevate their morale and create a sense of ownership and commitment.


    • Hold meeting/brain storming sessions with the team for updates and feedback session. Create an environment that the team will be comfortable to seek assistance when they have issues/difficulties


      • Perform self-evaluation/ reflection to analysis the kind of support that you as the manager offer to the team.

About Susan Luballo

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