Motivation Tools

Motivation Tools

Motivation – Motivation is a reason for actions, willingness, and goals. Motivation is derived from the word motive or a need that requires satisfaction. These needs, wants or desires may be acquired through the influence of culture, society, lifestyle, or maybe generally innate. Motivation is of utmost significance that team cohesion remains steady throughout the process of Six Sigma. There are various tools to help companies instill motivation in teams and group dynamics.

Psychological Tools

•    Help every team member to feel he/she is part of related programs, and projects as a significant contributor.
•    Involve everyone in the decision making process.
•    Acknowledge all achievements and reward them for a noteworthy contribution to the organization.
•   Ascertain that they feel their pay and perks are an appropriate exchange for the efforts they put in.

Motivational tools

Social Tools

•    Allow judicious amount of social interaction with others at the workplace.
•    Take steps to create a safe congenial working environment with positive vibes and energy that is conducive to maximizing one’s output.
•    Organize occasional outings, dinners and accolades within the whole group.
•    Incentives, including monetary rewards, have been found to be a great motivating factor.
•    Commemorate historic events in a group with fun, excitement and enthusiasm.
•    Social gatherings and celebrations are effective tools to bring people together. It helps to unwind and relax after a hectic schedule of stressful work.

Professional Tools

•    Organize regular job-related training sessions and skills enhancement programs to boost self-esteem and confidence of each team member.
•    Invite a motivational speaker to conduct workshops for team members. Such sessions function not only as a welcome change and pace from an otherwise busy work schedule, but also instil verve and vitality in team members.
•    In consideration of their expertise and experience, give each employee suitable job duties, roles, a title, and/or some authority over their assigned work.
•    While setting team goals, make sure they are practically achievable. Setting unrealistically lofty goals will only daunt the spirit and dampen the morale of team members.
•    Occasionally, hand out tasks that challenge their expertise and creativity, so they are able to keep professionally awake rather than falling into a rut.
•    Establish team level personnel performance metrics to reflect corporate or higher-level objectives.


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