Leading a large team is not a mean feat, no matter how much expertise and experience you have as a manager.
You may struggle to understand different personality types, work ethics, and conflicting situations.
Comprehending what motivates people to give their best is even more challenging.
Yet it is something you cannot overlook because statistics show that motivated employees work 20% better.
As a manager, you should do your bit to motivate your team members because it can do more than enhance productivity.
A team riding high on motivation contributes to a positive work environment and boosts retention rates for the company.
However, it is easier said than done when you lead a team with many people because you may not get a chance to interact with each team member.
We have a list of a few actionable strategies to keep your large team motivated.
Establish A Clear Line Of Communication
According to a recent study, 72% of business leaders think that effective communication has enhanced their team’s productivity.
The numbers show the value of effective communication for managers. For those leading large teams, establishing a clear line of communication is even more crucial to ensure accessibility and transparency.
Emtrain recommends developing situational awareness to effectively handle different scenarios while managing large teams.
For example, ensuring that older employers are more vocal in team meetings requires a careful approach.
Managers need to convey their thoughts in a way to subtly drive older employees to offer their opinions.
Besides mastering the art of communication, leaders should ensure regularity in interactions.
They must communicate organizational goals and discuss ways each team member can contribute to achieving them.
Connecting with all employees may require a few sessions, but the effort is worthwhile.
Provide Professional Development Opportunities
Did you know that 58% of American workers feel their skills are already outdated? Additionally, 74% of Gen-Z and millennial employees expect to learn new skills at work.
Unfortunately, most people don’t have the time and resources to invest in themselves.
Managers should actively provide professional development to their team members as a part of their motivation strategy.
Regardless of the team size, implementing training programs, skill enhancement, and mentorship demonstrates that your organization is committed to employee growth.
The best part is that these initiatives are cost-effective when set up for large teams because you can train the entire lot together.
Besides boosting worker morale, skill development offers a high return on investment to the company.
Skilled people contribute more to the business and are likely to stick around for the long haul. Your company gains high profitability and retention with these programs.
Set Up Recognition and Reward Systems
Employee motivation also requires acknowledgment and appreciation for the good work.
Surveys show that 82% of workers consider it a key parameter of happiness at work. However, rewards can be painfully expensive for a company with a team of hundreds or thousands of people.
You can imagine the cost of incentives, even small ones, for the organization if it rewards every person for good performance.
As a manager leading a large team, you need to balance the cost and effectiveness of the recognition and reward systems.
Think beyond the formal rewards like cash incentives and bonuses and mix them with informal recognition.
Try shout-outs in team meetings, employee of the month awards, and small tokens of appreciation. These rewards cost nothing but give a massive motivation boost to your workers.
Implement Flexible Work Arrangements
A new ILO report states the significance of flexible work arrangements for a better work-life balance. It can also be a key motivation factor for employees.
Moreover, a flexible work model is apt for large teams comprising diverse individuals with different work styles, preferences, and personal needs.
You can provide them with flexible arrangements such as adaptable hours and remote work options to accommodate their needs and preferences.
At the same time, steer clear of micromanagement and trust people to perform to the best of their abilities regardless of how and where they work.
Remember that trust is a catalyst for motivation and overall team success.
Conclusion
Effectively motivating a large team is not only about rewards and incentives.
While these strategies may work, they may not be ideal from a cost perspective.
Managers should think outside the box and invest in innovative strategies to boost employee motivation.
Start with good communication to understand the challenges and expectations of each individual.
Once you know what drives them to give their best, you can opt for a mix of these strategies to make them feel valued, supported, and motivated.
