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How to Motivate Your Team And Get the Best Results

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In today’s corporate world, it seems that the message most young people are told is “never give up.” Now, this advice is not bad per se. And it’s certainly not wrong to motivate your team with a “never say die” attitude. However, there is a problem with this message when it’s directed at young people who are just starting out in their careers.

After all, think about it from the perspective of a new graduate. Your job is their first real job. That’s a lot of pressure! And a big risk. So, if you’re telling them never to give up, what you’re really saying is, “don’t quit.”

I get it. You don’t want high turnover rates. You want your employees to stick around and actually invest in the company. But here’s the thing: if you’re constantly telling your employees to just grin and bear it, you won’t gain their loyal support. In fact, you might even push them away.

So, what’s the solution? How can you motivate your team without putting too much pressure on them? Well, here are three suggestions:

Encourage persistence, but also balance it with self-care.

self care isn t selfish signage
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Your team should know that it’s okay to take a break when they need to. In fact, they shouldn’t even feel the need to ask.

Think about it: if your team is constantly grinding away without any relief, they’re going to get burnt out. And when they’re burnt out, they’re not going to be productive. So, make sure you encourage your team to take care of themselves both physically and mentally.

There are countless ways to do this, but a few suggestions include:

– Offering flexible work hours

– Encouraging employees to take vacation days

– Having regular team bonding activities

– Promoting a healthy work/life balance

All of these things will show your team that you care about their well-being and that you’re not just looking for them to put in long hours.

Make it clear that you value their input.

three women holding clear glasses
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Your team should feel like their opinions matter.

Gen Z is the most progressive and open-minded generation yet. They’re also incredibly tech-savvy and have a lot to offer in terms of new ideas.

But, if you’re not valuing their input, they’re going to get frustrated––and eventually, they’ll start looking for a company that does. After all, they grew up being told that their voices matter. So, why would they want to work for a company that doesn’t make them feel heard?

Here are some ways you can make it clear that you value your team’s input:

– Encourage open communication

– Actively listen to suggestions and feedback

– Implement changes based on employee feedback

– Seek out new ideas from your team

By doing things like this, you’ll show your team that their voices are heard and that you’re not just paying lip service to the idea of employee input.

Create an environment that values progress.

happy diverse female coworkers giving high five after successful deal
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Your team should feel like they’re able to grow and develop in their careers––and that starts with the right workplace environment.

If you want to create a culture of progress, here are a few things you can do:

– Encourage employees to take on new challenges

– Offer opportunities for skill development

– Celebrate successes, big and small

– Promote a growth mindset

So, there you have it: three pieces of advice for how you can motivate your Gen Z employees without putting too much pressure on them.

By following these suggestions, you’ll create a positive and productive work environment that Gen Z will actually want to stick around in. And that’s a win for everyone.

Check out these other article about leading a team and getting the best from your employees:

Dr. Colleen Batchelder
As a Leadership Strategist, Diversity and Inclusion Consultant, Executive Coach, and National Speaker, I help leaders create companies where Millennials and Generation Z want to work. My doctoral background in leadership and global perspectives also gives me an added edge because I approach generational dissonance from all directions, including from an anthropological, theological, sociological, and ethnographic lens.