Respect for timetables, individuality and balance: what are the limits of motivational actions

Career mentor and LinkedIn Top Voice, Luciano Santos explains what’s important to taking effective motivational action

Motivation is an essential element for successful teams in any work environment. But to what extent are motivational actions effective and when can they become harmful? Career mentor, speaker, and LinkedIn lead voice Luciano Santos explained Earth what precautions should leadership take when adopting these measures in the organizational environment.

The manager expressed important reservations about the behavior of managers and the importance of considering the individuality of each during the organizational process.

Motivation from an individual point of view

“I think the first thing we need to think about is to understand that what is motivating for me may not necessarily be for you. What motivates you, sometimes, is not what motivates the other”, underlines Luciano, who is also book book author Be selfish about your career.

According to him, this variation in individual motivation is a fundamental aspect to consider, moreover, the actions taken must always enhance the respect and rights of the employee. “There’s also a very fine line between this motivation turning into harassment. This motivation turning into aggression. This motivation turning into something that’s going to have a completely opposite effect.”

Luciano emphasizes that healthy motivation should be one that drives the entire team in the right direction, as in the example of a sales team trying to achieve goals. This involves promoting practices that encourage common growth, such as good practice sharing sessions or even relaxing events, such as a “pizzada”, organized during working hours. These initiatives are intended to accelerate the team’s progress, increase the number of customer contacts and sales attempts, while maintaining a balanced and healthy approach.

According to Luciano, care must be taken that what appears to be a well-intentioned motivational action actually has negative results if it is not carefully planned and implemented: “For example, a reader told me about a motivational idea he had about the sales team. until 6 pm, then they had the idea of ​​making a pizza where the team worked from 6 to 9 pm because of the pizza.”

The speaker points out that forcing someone to work overtime to implement an action, such as the example of pizza, can create discomfort. “And that motivation was, in fact, a huge demotivator for her and a lot of people on the team. She felt compelled to participate,” he comments.

leadership and collective

Managing the motivation of a team is not a simple task. Luciano emphasizes the importance of leadership by asking questions such as, “What do I want to get out of this action? What is its purpose? Will it make someone uncomfortable? Will it demand more from someone that may not be what I will be able to do.” put in a motivational category?”.

The executive also emphasizes that motivational actions must be tailored to the uniqueness of each team. “It is important to understand that on the other side there is the human being in his total plurality. And that he will interpret things in different ways”, he underlines.

Furthermore, it also emphasizes the need for sensitivity and caution when dealing with individual characteristics in the work environment, as what may seem like a harmless joke to one person may be perceived as aggression by another. “A joke that may demean someone in some way is not a motivational campaign and it is very important to have these thoughts before doing it.”

According to the professional mentor, leaders play a crucial role in motivating their teams and should involve them in the process of planning motivational actions.

“One thing leaders do very little and should do in the first place before thinking about a campaign, an improvement, employee training, is ask the team itself first. That’s where the ideas come from. extraordinary. From this is where the different ways of doing things are born,” he explains.

Luciano also emphasizes the importance of overcoming misperceptions by both leaders and team members regarding the role of the leader in the workplace. He emphasizes that the leader should not try to do everything himself or be seen as a perfect figure who knows everything. Instead, the leader must act as an articulator, trusting the team’s potential and encouraging collaboration.

On the other hand, he says team members also need to understand that the leader is just another professional with specific responsibilities and challenges, not an idealized figure. This mutual understanding, he believes, helps promote a healthier and more productive work environment.

Trends and ready-made solutions

The tendency to adopt motivational actions that are popular on social networks or have been successful in other companies is not always effective. “Just because it is popular on the internet, and the company adopts it too, is not a guarantee that, since it has worked in another company, it will also be effective in yours. You have to evaluate other factors. Each team has its own characteristics, each culture has its own dynamics,” he explains.

It also encourages leaders to seek help and share experiences with other leaders internally by creating learning communities. However, she emphasizes that it’s imperative that leaders listen to, filter, and adjust ideas so they make sense and work for the specific team, avoiding “cut and paste” approaches that may not be appropriate for their context.

Recognition as a key factor

According to Luciano, it is very important that the company first thinks about building solid foundations in leadership practices, such as providing quality feedback, having a diversified view, systematically recognizing the results achieved and maintaining effective communication, before looking for more sophisticated solutions or passing trends. .

The career mentor also emphasizes the importance of recognition as a key practice in the workplace, celebrating accomplishments such as goal achievement, client praise, and other relevant milestones. “Before wishing for a great motivational action, do something different, copy a small thing that is out there, that is trendy in another company, make a big reflection on how the foundation of your management team is going”, he concludes .

Source: Terra

Rose

Rose James is a Gossipify movie and series reviewer known for her in-depth analysis and unique perspective on the latest releases. With a background in film studies, she provides engaging and informative reviews, and keeps readers up to date with industry trends and emerging talents.