Team management & Employee Retention
Unlock the full potential of your team!
Employees are the driving force behind the success of every organization. When your people are in the right place and feel good, your customers are happy and your shareholders satisfied. And when your people grow, your organization will grow too. But, how do you ensure your employees are not only capable, but also happy, engaged and motivated intrinsically to perform and to collaborate at their best?
The traditional top-down model is losing ground fast. The current generation no longer wants to be squeezed into a hierarchical structure. Forging relationships that are not based on power becomes a key skill. The new manager engages and motivates with his staff to follow him voluntarily. Successful senior managers function more and more as ‘connectors’. Not only do they forge relationships externally with clients, but also internally with his team.
A sustainable way to (structurally) increase your employees’ feelings of fulfilment and engagement therefore starts with the question: why do my people work? Today, as a manager and supervisor it is essential to be sincere and show genuine interest in the people working for you; to know what they long for and desire deep within, and to subsequently turn the correct knobs.
INCREASE THE PRODUCTIVITY OF YOUR TEAM BY 30%, IMPROVE THE INTERNAL COLLABORATION AND KEEP YOUR BEST EMPLOYEES.
5-Step approach for keeping your staff motivated intrinsically
1. Assess the motivational drivers of your team and every single team member
- See at a glance what drives and motivates your team and every single team member intrinsically
- Reveal their subconsious emotional needs and what they need in their work and from their colleagues to feel good and experience true fulfilment
- Learn what makes you tick as a group
- Analyse the differences and similarities between team members and other teams
2. Analyse and explain the current situation
- Which values can and cannot be lived by sufficiently?
- What motivational drivers and underlying emotional needs and desires remain unfulfilled as a result?
- What values are shared and offer potential to strengthen the bond between team members?
- What are conflicting values and may cause conflicts and/or create division within the team?
- How does this affect the extent to which each employee experiences fulfilment and their intrinsic motivation to thrive and collaborate?
- How does this affect their performance, the internal collaboration and the overall team performance?
3. Predict the outcome of future scenarios
- Predictions the outcome of future situations and alternative or working conditions, and how this effects the fulfilment and intrinsic motivation of your team.
4. Analyse your options
- Discuss to what extent the strongest motivational drivers of your team and every single team member are currently being fulfilled
- Zoom in on the motivational drivers and underlying emotional needs that remain unfulfilled
- Discuss how this is affecting the fulfilment and intrinsic motivation of your team and every single team member to thrive and collaborate together
- Explore what you can do as a supervisor and what your team and each team member to improve the current collaboration and the fulfilment each team member experiences by adhering to each other’s values and underlying emotional needs
5. Action!
Use the overview of the strongest motivational drivers and most important values of your team as a blueprint and a concrete checklist to:
- Evaluate, manage and increase the fulfilment, happiness and success each team member experiences
- Solve and avoid emotional conflicts
- Enhance the internal collaboration
- Improve your team performance by 30% on average
- Create the desired working culture
- Increase employee retention and keep your best team members