If there is no motivation from outside, people tend to lose their interests. The maintenance of the incentives in a distance is more difficult: there are no offices that you can talk about inspiration from colleagues or support from other methods of managers to encourage employees working in digital environment. Let’s see how to stimulate the remote team and any tools that can help.
Why stimulate the team
Motivation helps employees feel valuable, enjoying the process and works with their dedication, achieving strong results. From the business perspective, inspiration for employees is important for many reasons:
- The inspirational employees work faster and better. When people see their meaning in their work, they are enthusiastic, ready to look for solutions and recommend improvements. The produce grows with the results of the team.
- Motivation affects quality. The inspirational staff did not judge “good enough” but think what to do better. This will help improve the quality of the product and on the other hand, customer satisfaction.
- Motivation to help during difficult times Remote workers have to face stress, such as communication, difficulty in organizing days or lonely feelings. Motivation for the energy to push and find solutions to problems even in a crisis.
- Motivation affects the treatment of employees. People who feel that they are part of the team have less opportunities to leave. They know that their donations are important and their work conditions are as expected.
- Incentives for the target of long -term companies that are inspired to work to achieve their objectives, accepting overtime work from time to time and celebrating the success of the company as if it were their own. They understand why their work is important and what leads to
What encourages people to work
According to Maslow’s theory, people work to meet their needs. First of all, it is about safety – paying and stable confidence in the future. From then, perception – when the effort was observed and valuable. In the end, making it true-the opportunity to grow professionally and bring ideas to life. These needs are associated with long -distance employees.
Leaders must understand why employees work and what each person is most important. For one money, it may be priority; For another person, accepting in the company; For one -thirds and flexibility It is easier to overlook the differences from a distance. Therefore, the manager must regularly communicate with the team to understand personal needs and encourage everyone to be effective. One expert may focus on public awareness, while the other likes awards for successful projects. The manager should know how their employees are fun. Sometimes, for some people into the SPINIA casino in the evening, they want to relax while others are reading the true crime.
The motivation is divided into two main types: material and not material.
- Motivation of materials, including all financial motivation such as salary, bonuses, health insurance and efficiency
- Incentives that are not materials are not directly linked to money. But improving the quality of life of employees May include a convenient schedule, the opportunity to develop or awareness of success.
For most employees, incentives for materials before But the motivation that is not material is important for some groups:
- Employees who want to grow People are eager to develop opportunities to learn, value, progress, career and participation in challenging projects. They may be offered, counseling, or participation in an interesting case.
- Professional established For experienced workers who feel safe, acceptance and respect is more important. This may mean praise in the meeting, freedom, work, work or flexible time schedule.
- Creative or independent employees The person who gives importance to freedom and flexibility needs convenient conditions, which helps them to work the best. Which may include choosing time and places to work or have more freedom of decisions
- Employees have to face personal problems or tiredness. When someone is exhausted, motivation or experience with personal tragedy, financial motivation no longer work They need interest to support workloads that are lighter and more holidays.
For both types of motivation business, the most effective Awards for materials produce fast results while incentives that are not materials for long -term participation. For example, after a successful project, you can give a bonus and thank the staff at the team meeting.
Qualifications and differences in the incentive in the remote team
The motivation in the remote team has its own characteristics. These things should be considered to design effective methods and encourage employees within the model of the main factors such as:
- Lack of personal interaction The office is easier to notice the reduced motivation and add it through one -on -one communication every day. From this distance, this link is weaker than To compensate to create a shared area and normal touch points, such as one -on -one calling, team meeting and joint project discussion
- Flexibility as the maximum motivation A remote job allows people to choose time and workplaces. This became the main motivation. Important components, including independence in working days, work days, options for the full or external schedule and the ability to work from everywhere without restrictions on the location.
- Difficulty in measurement of success A distance worker may struggle to see the effects of their work. To avoid this, specify a clear evaluation criteria, review the results regularly and focus on the progress of each person.
- Soft process organization But has a structure If there is no direct supervision But flexible can replace self -control and benefit both business and employees.
- The risk of tiredness The long -range workers often lose boundaries during work and personal life leads to tiredness and incentives that are lost. To protect this structure carefully: The standard work hour recommends “quiet hours” when employees do not need online and sync, work and meeting with personal calendar.
How to organize the process to stimulate the team.
To stimulate the team effectively, the process must be organized well. This can be done with the management system that allows clear target settings, planning and monitoring of progress.
Such tools make the team easier to manage and smooth communication.
- Set clear and able to do Motivation directly with the target If the target is too complex or not too clear, the staff will lose interest. When people understand their expectations, they focus on better, increase efficiency and results.
- Transparent plan When all the teams saw the progress of the project, it would be easier to coordinate and follow the results. For example, the KANBAN committee that is used to show the status of each job in front of the time and those who are behind. The manager can step in quickly if there is a problem.
- Set priorities When employees know which work is the most important, they will focus on better. If there is no priority, they will work with automatic pilots, lose concentration and slowly lose motivation.
- Provide regular suggestions Suggestions help employees see how they are similar to their goals. It protects errors, reducing unnecessary function and high motivation.
- Officially separate communication, chat In the long -range team, the important thing is to separate work and chat in general. In chatting the work, stick to business matters to avoid overloading. Create a separate space for news, hobbies or mames to maintain a friendly atmosphere without interrupting work.
- Award for success When employees see their efforts, they are accepted, they feel valuable and want to participate. Emphasizing both important success and a little victory
summarize
- The inspirational employees work faster, and with enthusiasm, which directly affects the results of the team and the quality of the product.
- Motivation for the energy to overcome stress and difficulty that remote workers have to face.
- The motivation of the material helps to ensure stability and speed while not materials, driving, participation and long -term growth.
- Personal demand must be considered: money that is worthwhile, other perceptions and others, flexibility and freedom.
- With the appropriate management, the team can focus on achieving high results, while the manager observes success and preserves motivation throughout the team.