Everyone loses their motivation sometimes.
That's okay. It's part of the natural ebb and flow of the current of inspiration within you. There's an important distinction between a temporary lack of motivation and a chronic lack of motivation though.
Chronic lack of motivation is problematic for individuals and for the organizations they work with. It can negatively impact a large number of important areas: productivity, quality of work, customer service, and employee retention are just a few of the many.
The good news is that a lack of motivation is curable. It's not often a particularly difficult problem to solve -- you just need to know a bit about what makes work motivation tick, and build from there.
Expand your understanding.
Start by understanding the difference between intrinsic and extrinsic motivators. If you're foggy on that topic, check out this article on employee motivation.
Don't have time for that? here's a one-sentence summary: Extrinsic motivation comes from external sources; intrinsic motivation comes from within.
Stoke the coals.
Intrinsic motivators provide sustained motivation that will carry your team through difficult times.
Intrinsic motivators are extraordinarily powerful, but aren't as immediately obvious as tools for managers. Although you can help people find intrinsic motivation, you cannot give someone intrinsic motivation, or take it away for that matter.
Here are a few ways you can help your team find intrinsic motivation, and build a strong foundation that will withstand the inevitable bumps and dips all organizations experience:
Help your colleagues find the purpose in their work. It's one of the most effective ways to build intrinsic motivation.
It doesn't matter where you work, or what type of work you do, you can always find a purpose. There are no 'purpose professions,' as Imperative's Arthur Woods explained in a recent interview:
“We find that purpose is derived from your relationships, your sense of impact, and your sense of personal growth.”
Pour on some extra fuel.
Although a lack of motivation can't be fully cured without a solid foundation of intrinsic motivators, extrinsic motivators can be helpful tools too.
Use caution with extrinsic motivators, because when applied without much consideration, or as a stand-alone solution, they can actually be counterproductive. When they're applied effectively, extrinsic motivators build from a foundation of intrinsic motivation.
How do you apply them effectively?
There are a few quick points to keep in mind that will dramatically improve the impact of any extrinsic motivators you choose to deploy:
Keep it timely. -- Don't use extrinsic motivators as an afterthought if you want them to work. Use them in the moment, when they have the greatest potential for impact.
Keep it fair. -- Extrinsic motivators can be counterproductive if the group doesn't believe they're being distributed fairly. Make sure the extrinsic motivators you're using are part of the cure for a lack of motivation, not the cause.
Measure the effects. -- Don't waste time, effort, or money on extrinsic motivators if you can't measure how well they're working. Solicit feedback from your team on the effectiveness of the program.
We've covered some basic ways to improve the overall foundation of motivation in your organization, and some specific tips and basic guidelines to help make it more effective. Keep in mind is that every organization is different, and these steps are just the beginning.
It's up to you to tailor these approaches to your team. Remember, understanding what motivates them, and providing an environment that supports that are the first steps.