If the answer is "yes," then there are three steps you need



to take with each member of your team.

Step 1 - Spend some quality time

I didn't say "quantity time" I said "quality time." One or

two minutes of quality time on a regular basis are far more

productive than a one hour review every year.

You need to get to know each member of your team better and

they need to get to know you.

This will help you build a positive relationship with each

team member. You'll gain a much better understanding of

them and how they're handling the job.

It will also give the impression that you care about the

individual and show that you're there to help with problems

both personal and business.

Spending quality time will encourage opinions and ideas to

flow from them and allows you to explain the company's

mission. It gives them a feeling of being in on things which

is a huge motivator.

It will also help you build an "early warning system" of any

problems both business and personal.

Finally, it builds team spirit and morale.

Step 2 - Give feedback and coach

You need to regularly tell each member of your team when

they're doing well and when not so well.

I read some recent research that suggested 65% of employees

in the US received no recognition at work in the past year.

My experience tells me that it's much the same throughout

the world and much worse in some countries.

Some managers still believe - "why should I praise people

when they're only doing what they're paid to do."

If you want a happy and motivated team then you need to

tell them when they're doing well.

It's also important to tell people when they're not

performing well. There are too many managers who either

ignore poor behaviour or come down on the person like a

ton of bricks.

There are particular ways to give feedback and coach

and they're described in detail in the book - How to get

More Sales by Motivating Your Team.

Step 3 - Be a believer

We're now getting into the area of "Empowerment" which was

first introduced in the 1980's and became a bit of a

management buzzword. However, I believe that it's one of the

most promising but least understood concepts in team

motivation today.

I'm a fairly down to earth practical sort of person

(probably comes from my engineering background). I'm not big

into motivation theories unless I can see the benefits for

me - I see a great deal of benefit for managers and team

leaders in Empowerment.

Empowerment is about utilising the knowledge, skill,

experience and motivation power that's already within your

people.

The majority of people in teams and organisations

throughout the world are severely underutilised. Your team

have probably more to offer in terms of skill, knowledge and

experience.

Put this to the test right away - implement these steps,

motivate your team and achieve your business goals.