Leaders who are excellent motivators don’t rely on the carrot versus stick approach, according to the Harvard Business Review. They don’t simply offer rewards for compliance and punishments for noncompliance. Instead, they use the following three practices.
1. Ensure employees understand the relevance of their work. People want to know that the time and effort they invest into their work is meaningful and important. They will feel unmotivated to perform their best unless they understand the context of their job and why it matters. Similarly, leaders should make sure employees understand what success looks like in their role and reward success when they achieve it.
2. Show genuine appreciation. To sustain motivation, consistently recognize employees’ contributions and make sure they feel appreciated and valued. Leaders often assume bonuses or similar rewards are the most effective motivators, but they should not underestimate the power of acknowledgement.
3. Reflect on your own level of motivation. Employees are attuned to their leader’s attitude at work. If they sense the leader is disconnected or unmotivated, the team is sure to emulate the same disposition.
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