Getting people to do their jobs at a high level requires a personal investment from each individual. Many project managers face the challenge of motivating their teams to go above and beyond to really own their portion of work.

It may seem as if your team is giving lackluster or minimal effort, and you may feel frustrated and discouraged.

However, it’s important to understand that the lackluster and minimal effort may not be a direct reflection of your team’s abilities or dedication.

There may be underlying factors contributing to their behavior, such as unclear expectations, inadequate resources, or personal challenges.

In this post we’re going to explore a few proven strategies and tactics for overcoming this challenge. 

Understanding Motivation

Motivation is a multifaceted concept that influences behavior in various contexts, including the workplace.

Psychologists have studied motivation extensively, leading to the development of numerous theories aimed at understanding what drives individuals to act.

One prominent theory is Maslow's hierarchy of needs, which suggests that people are motivated by a hierarchy of needs, starting with basic physiological needs such as food and shelter, and progressing to higher-level needs such as self-actualization.

Another influential theory is Herzberg's two-factor theory, which distinguishes between hygiene factors (such as salary and working conditions) and motivators (such as recognition and achievement) in determining job satisfaction and motivation.

Additionally, Locke's goal-setting theory posits that setting specific and challenging goals can motivate individuals to perform at a higher level by providing clarity, direction, and a sense of accomplishment.

How to get people to do their jobs - Providing meaningful feedback

Feedback is crucial for driving performance improvement and fostering professional growth.

Effective feedback provides individuals with information about their performance, identifies areas for improvement, and offers suggestions for development.

As a leader, it's essential to provide both positive feedback and constructive criticism to your team members.

Celebrate successes and accomplishments to encourage positive behaviors and continued effort. At the same time, address any issues or shortcomings promptly, offering guidance and support to help team members improve.

By providing meaningful feedback, you demonstrate your investment in your team's development and success, motivating them to perform at their best.

Fostering a Positive Work Environment

The work environment significantly impacts employee motivation and performance. A positive work environment is one where team members feel valued, supported, and respected.

As a leader, it's essential to cultivate a culture of positivity and collaboration within your team. Encourage open communication, celebrate achievements, and foster a sense of camaraderie among team members.

Additionally, provide opportunities for professional growth and development, such as training programs, mentorship opportunities, and career advancement paths.

By investing in your team's well-being and professional development, you create an environment where high-level performance can thrive.

By, Airess Rembert, PMP, Member of Women Of Project Management & Blogger at The Nerd Bae

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