Motivation requires freedom of choice and an environment where every opinion counts. Therefore, it is very closely related to the self-image of the leader and his behavior towards employees. If you are a leader, you cannot empower others without giving up some of your own authority. They must exchange the old currency of power – perks, decision rights, and sanctions – for new coins – wisdom, generosity, and mentorship.
- Hand over some of the responsibility – this is another reason, in addition to short decision-making paths, that decisions should be made at as low a level in the hierarchy as makes sense.
- Create a climate where everyone seeks advice from others and you influence each other.
- Encourage employees to address their own interests, engage in joint problem solving, negotiate, compromise, and seek a common solution.
- Set direction, e.g. ask your team to define their common mission.
- Build skills, e.g. Ask team members to name areas where they would like to build new skills – creative problem solving or any other field
- Organise work, e.g. give your team the authority to reassign work tasks.
- Manage performance, e.g. ask team members if they think they have the right performance goals. If not, ask them to suggest alternatives.
- Share information, e.g. Help frontline team members better understand the strategic measures and screens that business unit or corporate leaders use to assess organizational effectiveness.