If you manage other people, the first thing you need to understand is that your success depends on their success. The more you empower your employees, the more they will grow and thrive. In order guarantee your success, it is essential that you make sure your team is skilled and highly motivated to collaborate and to perform at its best.
For a long time it was thought that making money, getting raises and bonuses was our biggest motivator at work. Psychologists Teresa Amabile and Steven Kramer interviewed over 600 managers and found a shocking result. Money satisfies, but it has very little impact on the motivation and the daily behavior of your team. When money is used as an external reward, the subjects lose intrinsic interest. Daniel H. Pink suggests that you should pay enough “to take the issue of money off the table.”
In order to motivate your team to work their beyond basic tasks, and to perform to the best of their abilities, the most important challenge you face as a manager is to look beyond your own motivation and to to increase your awareness of what makes your team members tick and to understand what truly motivates them.
The Team Scan helps team managers to overcome this challenge and increases their awareness and understanding with regards to the following;
- What drives my team and each single team member?
- What are they longing for (sub-consciously)?
- What do they need in order to feel good and to be motivated to perform?
- What drives my team, and which behaviour is logical to expect from my team?
- What can I do in order:
- To make the work of my team members meaningful for them?
- To have them experience a sense of fulfilment and happiness in their work?
- To drive up their engagement?
- To motivate them perform the best they can, and to drive up productivity?
- To stimulate them to display the desired behaviour?
- To enhance the internal collaboration within my team?
- To minimize their short term (mental) absence?
- To deploy talents?
- To increase employee retention?
- Which desired behaviour is not logical to expect from my team and should be stimulated actively?
- What would be the optimal profile of my team, based on the goals and the desired behaviour?
- What is the actual profile of my team?
- What would be good to add to my team in the future?