4 effective ways to motivate your team

Mohan Vizhakat, Group CTO and Executive Vice President, Manappuram Finance Ltd, on how to help employees realise their true potential. By Satyaki Sarkar

In the course of his 32-year career, Mohan Vizhakat has assumed various leadership roles. And they’ve taught him one very important lesson. A leader is only as good as his team. Currently leading the organisational IT strategy at Manappuram Finance Ltd, Mohan tells Bonne Vie about the top four employee practices that leaders should adopt to build a productive, mutually beneficial relationship.

1. Lead by example
“Employees learn as much from their leader as they do from each other,” says Mohan. “In order to feel the desire to put in his 100 per cent an employee needs to have a reason that motivates him to do so. It is important to generate that motivation through exceptional leadership and by setting an example. If employees can see their leader’s personal investment and commitment to the company, it will in turn serve as a motivational factor that makes them want to give it their all as well. Over time an effective leader can establish a close rapport with his team and lead the way through his style of working and behaviour. The team can be inspired to reach greater heights as they’ve seen their leader do. There is respect and admiration for the leader that pushes the employees forward. If nothing else, the very thought of not wanting to disappoint their leader is one that has a huge impact on their work.”

2. Encourage personal motivation
“At the end of the day, every employee wishes to advance in his or her career, and is working to achieve personal growth. So as a leader it is important you outline the path for achieving that goal in very clear and frank terms, which are aligned with the company’s goal. This includes clear-cut KRAs and a specific goal in sight. Beyond monetary rewards or any other kind of incentive, it is personal motivation that drives an employee to constantly outperform. So you need to engender a feeling of ownership in the employee. When he or she feels that the company is as much his as his bosses, then the contribution will be greater and the performance better. This helps in personal growth and is beneficial to the organisation as the employee’s full potential is being utilised. That personal stake is what helps the employee increase his quality and productivity, all on his own.”

3. Acknowledge/reward good work
“If an employee does something more than what is expected of him and is outstanding in nature, he expects that it would at least be noticed, if not rewarded. In that situation, turning a blind eye to his efforts is extremely detrimental to his confidence and, hence, his work. Just like it’s important to keep motivating employees and pushing them to test their limits, it is also vital for exceptional work to be acknowledged and rewarded, at each instance. Criticism should always be constructive and handed out in private, while appreciation and recognition should be given in public. This makes employees feel that their inputs are valued and appreciated, motivating them to continue what they are doing, as well as serving as an inspiration for others to follow.”

4. Exhibit confidence in your team
“As a leader you have to have trust, confidence, and faith in your employees and their capabilities. Effective delegation is part of your role. But doesn’t mean to monitor their each and every move. It might sound like a good practice from a security standpoint, but ultimately it will do a lot more harm. So avoid micromanaging their work and nit-picking at every opportunity. This will not only hamper any chance of them taking up additional responsibility, but also impede their growth. The best way is to over time entrust them with more power, increasing their responsibilities and thereby building their trust in you.” 

Categories:   Lifestyle, Work Buzz


Time limit is exhausted. Please reload CAPTCHA.