As your team’s head, it is your responsibility to be a good leader. However, there are times that we are overwhelmed with the commitment, and unconsciously do things that cause those around.us to lose morale. According to a Forbes article, we can unknowingly demotivate our team members, becoming rather bossy instead of providing encouragement. Understandably, this can negatively impact your team’s performance.
Here are the five ways not to be a boss and demotivate your team!
If you think that a simple “thank you” and “great job” would not mean anything, then you need to change your perspective. Often, recognition of a team’s success is claimed by the leader, though it wasn’t just a one-person show. Step in and show your gratitude.
There are numerous ways to show your appreciation towards your team members, such as giving shout-outs, non-cash rewards, a free lunch, etc. By recognising your members’ efforts, you motivate them to give their best as you see them as vital team members.
EMPLOY & PROMOTE THE RIGHT PEOPLE
It will affect the team’s performance when you hire the wrong people for the job; and it may give your team the impression that you hire people because of some personal reason rather than the skill set they provide. It will demoralise them and not provide them with the encouragement they need.
While hiring unqualified individuals is bad enough, promoting them is even worse. It gives off the idea that you use your power to promote people who do not deserve it.
BE FAIR AND JUST
Treating the members equally is not the same as being fair and just. When you treat your top performers the same way you treat your slackers, it gives off the idea that you don’t recognise the diligence others put into the company. It also allows the slackers to continue to give less effort.
Provide awards and incentives to the top performers and assist those showing poor performance. Furthermore, try to analyse why they are not performing well and provide assistance if needed.
CALL OUT POOR PERFORMANCE
Remember, calling out your members for their poor work performance is not bad. However, make it more personal and private. Don’t be insensitive in calling them out, and try to be more critical and rational when saying your observation about their performance. Check if they have problems or issues because it can be why they find it challenging to give their best.
Calling out members for slacking can also show that your members are not invisible in your eyes. It means that you observe them, and you are there if they need you. Furthermore, it can also encourage them to perform better.
OFFER GROWTH OPPORTUNITIES
Opportunities should be available to the top performers and the people who deserve them the most. It would be an incredible deal to send them to all-expense-paid workshops, training, and seminars to improve their skill set. You can also provide fun and interactive team-building sessions to enhance team collaboration.
People will look up to you for guidance and assistance. You need to be the one they can go to when they need help. The last thing they would ever need is an intimidating, non-empathetic leader.