Susan Drumm says ask your team what energizes them each quarter, then reshape their work to include more of it. After three months, check in on whether they feel empowered and co-create a growth plan. Skip the annual review cycle.
So how do we figure out what motivates our particular team members? Well, like most things, it starts with a conversation. Few leaders have ever had honest, direct, and open conversations with their team members about motivation. Use the beginning of each quarter as a reason to engage in these types of grounding conversations. Ask your team members what project gave you the most energy last quarter? Or what had you feel the most engaged at work over the past few months? Add motivating aspects to less exciting projects. When our team knows we're listening to their needs and trying to meet them, morale and productivity go up. 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. Create the expectation with your team that you'll do this more than once a year, and together take action on the information they share with you.
Why the Biggest Doors Open When You're Not in the Room | Michael Roderick & Susan Drumm
The Simple Audit That Adds a Human Touch to Every Customer Interaction #shorts
