Susan Drumm says managers should run personalized check-ins each quarter, asking team members if they feel energized, empowered, or have grown their skills. Tailoring work to what energizes each person takes effort but boosts motivation and engagement.
Check in at the end of the quarter. After your team has spent three months doing more of the work that energizes and motivates them, check in again. How do they feel now? Do they feel energized? Empowered? Do they feel like they expanded their skill set? And then ask them the same set of questions you asked at the beginning of the quarter. Work together to create a plan that will help them continue to learn and grow and excel within your company. Motivation is a slippery thing, and it varies from person to person and it changes over time. While it requires an a bit of extra work to check in with each team member and tweak projects to fit motivations, it's an approach that will pay off better results and more engaged teams.
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