6 fantastic ways to motivate your team and keep them working towards shared goals

Different personalities working towards different priorities; no wonder it’s so tricky to keep a team happy and motivated.

Research suggests that only 60% of employees at a business are motivated to do their best. Which means that 40 people in every 100 in your team are doing the bare minimum to get by.

At Booking Protect, we’re happy to say that we have a 5 star team who are all dedicated to getting their jobs done to the best of their abilities. They want to work hard for the customer, and for themselves.

But that doesn’t happen by accident. You can’t tell a team to stay motivated and hope that it will happen. You have to work at it.

Hiring the right people is a start, but the right people can very quickly become the wrong people if they’re not given the proper encouragement and support.

In this article, we thought we’d do a bit of knowledge-sharing and give you the top 6 ways that we keep our team motivated and working towards company goals.

1. Work on your collaboration and internal communication channels

We’ve found that one of the biggest de-motivators in the work place is a lack of understanding of what a peer or colleague brings to the business. There is nothing worse than believing that you’re paid less for doing more work.

When this occurs, people start to work in silos. They’re less inclined to offer their expertise or help out in larger group projects.

But by encouraging better collaboration and communication, everyone can better display the value they bring. It will also improve the quality of your output, with skill sets more aligned to deliver a better product or service.

2. Set team goals and responsibilities

To further that point, consider setting goals for teams, not just individuals.

Team goals encourage your staff to work together, using the best of their combined skill sets to reach their target. Team goals also encourage individuals to work harder so they’re not letting their team down, and drive peer to peer encouragement.

3. Create opportunities for self-development

Why would you work hard for a business if it’s not going to get you anywhere?

Very few employees go to work just to earn a salary. The majority want to get better at what they do and progress in their field. If an employee isn’t offered any chance for progression or to learn new skills, they will start to stagnate in their position.

Self-development is synonymous with challenging your employees. You’re encouraging them to never settle for the status quo.

4. Don’t micromanage

This point might actually not work for your business. We’ll explain.

At Booking Protect, we only bring on board hungry, experienced staff who are prepared to go the extra mile for customers. Our employees are encouraged to show ingenuity and creativity in their work so that they can showcase those qualities.

If our management team were to micromanage everything they did, you’d lose the individual creativity and the ultra-personal experience that they deliver for customers.

We have a management structure in place, but managers ensure that staff are motivated and understand the common goals. They’re not there to watch every move a team member makes.

Having said that, we completely appreciate that micro-managing is a viable option for some businesses. If your business gives opportunities to lots of junior staff or apprentices, micromanaging in the first few months can be essential to ensuring that the team member understands the role and their responsibilities.

5. Avoid non-productive meetings

Meetings are great, aren’t they!

Not always.

In fact, meetings can be frustrating, tiresome and completely demotivating if they’re not fruitful or necessary. There’s nothing worse than being sat in a meeting that’s going nowhere, stressed about the amount of work you could be doing instead.

When you’re booking your team into meetings, consider two things:

1. Does it need a team meeting? Could you say it in an email instead?

2. Have you prepared for the meeting? Have you got an agenda that keeps the topics flowing? Have you thought of techniques to keep every single attendee engaged?

If the answer to either of these questions is no, you shouldn’t call a meeting.

6. Share the organisational vision with your employees and explain how they’re part of the end goal

Last but not least, it’s important that you show your team members how vital they are to the company. Explain how their work is helping to achieve the organisational goals and strategy.

Motivation comes from wanting to push on and improve. That’s a lot easier to do if you know what the end goal is.

At Booking Protect, our aim is to lead the world in refund protection and deliver a five-star service to every customer. We want to offer our product to every ticket holder or booking maker, so that no one who has paid for an experience need ever be out of pocket if they can’t attend the event, ever again.

Our team members know they’re our goals. They know that we can only get there if they perform to the best of their ability. And they recognise that to get to those goals, we have to go on a journey together. Every single employee is vital to the company’s success.

That’s a pretty big motivating factor.

Understand your employees

At Booking Protect, our management teams make it their mission to understand what makes each team member tick. They set targets and goals that will help achieve both the company’s targets and those of the individual.

If you’d like any advice on how to motivate your team to 5-star service, like Booking Protect provide, we’re always happy to help.

Contact us today and we’ll get back to you.

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