How to motivate your team when motivation is tough?

Photo by Steven Lelham on Unsplash

“Our leadership has no vision or strategy. Everyday execution is tough. Teams don’t work together. On top, there is attrition. People are getting very de-motivated. As a manager, I am not sure what to do. How do I motivate my team? Should I just give up & quit?”

A friend (from a company which shall not be named) asked me this, When I shared with them my personal take on it, they said it was quite helpful & well-formed. So I am sharing it here in case it is useful for someone else as well.

Here’s the perspective I would encourage managers to adopt & for managers to get their teams to adopt in such a challenging situation -

1. Challenges keep life exciting — A manager’s or leader’s role is much easier if the team has an inspiring vision and the organization works smoothly. Motivation won’t be a problem & everyone can just focus on the day’s execution. But then, we are not here to just have an easy ride, right? We like to rise up to the challenge. Leave things better than they were. Here is the opportunity to do that.
2. Include the team in the problem-solving process — Be transparent with your team on the current state and challenges. Do not try to bullshit your way around and cover the mess up. But remember that you can still provide solid footing. For example, instead of saying “We don’t know what is happening & how this will get solved” which conveys a complete loss of control, you should be more specific like “We have 3 specific problems in front of us, we know the answer to only one right now. For the other two, we will be forming working groups who meet every week to us get more clarity in 3 months time”. Always communicate honestly, and in an optimistic manner while conveying a sense of control.
3. Focus on people — When we look back on our experiences, we remember the connections & team camaraderie we shared rather than specific deadlines & meetings, thankfully. Common adversity makes the best of friends. Use adversity to create strong bonds within the team. Imagine a group of strangers on a small boat in high seas, trying to survive a storm, holding on for dear life. Won’t they become the best of friends afterward?
4. Individual Growth — Handling ambiguity is part of the maturing process. Identify opportunities where individuals can take the lead in solving problems. Delegate & then support the individual as they navigate the stormy waters. They will struggle, and sometimes they won’t succeed. Other times they will surprise you. Always they will grow.
5. It’s more common than you think — Only some organizations, if any, have things entirely sorted out. Even companies we see as shining beacons — FAANG etc — will have their own challenges in each department. So understand that the state you find yourself in is normal, you do not need to worry so much.

Does that help, what do you think? If you have any pointers of your own, please do share as well in the comments.