As Mahatma Gandhi once said “You must be the change you wish to see in the world”. With that being said keeping your team motivated is not that difficult if you know the right tricks and tips. When it comes to job satisfaction, financial rewards may be lower on the list than most people think. Being happy with your job seems to depend more on the intangibles such as feeling part of a team and being valued and appreciated consistently outrank money when employees are polled about job satisfaction. We have compiled five easy steps to direct you.

Step 1 – Lead by Example        

This is the first and most imperative step to complete. There's an old saying about the difference between a manager and a leader: "Managers do things right. Leaders do the right things." (It's best to be both a manager and a leader – they're just different processes.) 

As a leader, part of your job is to inspire the people around you to push themselves – and, in turn this leads the business to greatness. To do this, you must show them the way by doing it yourself. If you want everyone to treat each other with respect and dignity you need to set the right tone from the beginning. As a manager or leader your team looks up to you for guidance and structure. Good leaders push their team forward with excitement, inspiration, trust and vision. The vision you create helps your team to build trust and confidence in you. As a leader it is your responsibility to take responsibility first this helps your team to know blame costs you your credibility. Always remember to encourage an atmosphere where your team can focus on their individual key strengths. Leaders basically need to ‘practice what they preach’ so a team can work together to succeed. This step enables the team to still stand strong since the foundation has been built should any business changes occur.

Step 2 – Communication 

‘No news is good news’ is not always correct. Team members look forward to getting regular updates on the progress of the business as well as on their personal performance. Sending out emails, doing training, face to face catch ups these assist to keep your team involved – this assists in them feeling secure in knowing more about the business and objectives. It is also important that you give people feedback on their performance. One common criticism in many businesses is how many people do not receive feedback of any kind relating to their performance. If you have a concern with a specific person, tell them and give them the opportunity to correct their behaviour. Clearly define your and business vision to the team so they know what the business aims to achieve holistically. The benefit of communication creates understanding, encourages dynamic change and efficient action for the team. Remember to be articulate and create an atmosphere where you get a receptive response. When a team is able to communicate effectively with each other it makes it easier to build trust, relationships and to understand the roles and responsibilities of everyone else in the team.      

Step 3 – Rewards and Recognition  

William James said: “The deepest principle of human nature is the craving to be appreciated.”  The key to motivate your team is to implement a rewards and recognition programme where the team members get awarded for their success and achievement. It can be anything from long service awards; receiving spot incentives; half day off your birthday or in that week; secondments to other departments within the business; team or individual framed awards. Catch people doing something right and focus on recognising and rewarding excellent performance. This will enable them to work towards achieving goals within the business and not to leave when a small or large change takes place, it keeps the high spirit amongst the team as well as creates a link between performance and motivation for the team members. People like getting awarded even if it not money. Recognition is priceless and important but so are rewards. This step enables high levels of performance for the team. 

Step 4 – Coaching and Mentoring 

A successful mentor / coacher are people who are responsible, respectful, and ready to get started with new projects help make the day-to-day work experience a better one not only for themselves, but also for everyone around them.  Very often people just need a little encouragement to believe in themselves and to realise that they have a greater potential within. Always show your confidence in the unique abilities and potential of your team members. By you being a support structure the team members feel more confident to carry out their roles and responsibilities; move away from their comfort zone; progress their career and unlock their true potential. Start emphasising this step as essential leadership skills allows you help others learn and grow on both a professional and personal capacity.

Step 5 – Setting Goals 

As a leader it is your responsibility to outline your team with clear goals that they need to achieve, people cannot grow if they do what they have always done, they need to acquire new skills and you need to assist them by giving them challenging risks to work towards achieving. You are encouraging them to think out of the box and find innovative ways to solving issues in their own unique way as you set goals. If you set challenging goals your team will work hard to accomplish them, providing of course, they are realistic and achievable. 

This will enhance the team with a defined structure to work on as it helps to increase productivity and efficiency in the workplace, people can accomplish great things if given the opportunity to perform.


Types of team motivation, Why does motivation matter so much. Accessed from: 

Motivating and empowering your team through change. Accessed from: 

The secret to motivating your team, Be specific, involve others. Accessed from: 

25 Ways to lead. Accessed from: