Patience is wearing thin in meetings, pod-mates are starting to bicker, and a lot more coffee has been flowing from the office coffeepot than you’d like to acknowledge.
We’ve all had those days/weeks/quarters – you can tell your team is tired.
There have been pressing deadlines and long days and exciting things happening in the business, but you can tell that something more is needed than just thanking your team for all their hard work.
This week we have Coach Bonnie Davis with us to share a tip on how to help motivate a tired team.
Take it away Bonnie!
“One tool that I have found works well to motivate a team that has a high degree of trust with each other and their manager is an exercise called “Hard Truths.” This can be led by the manager or a neutral facilitator.
I would open the exercise by first acknowledging the current work environment, share how it’s been impacting me personally, also share what I see as the positive aspects, and then ask them to share their “hard truths” about why they are tired.
Hard truths are facts that are difficult that we deal with. and though we often can’t control them, we can do our best to lessen their negative impacts.
To give the team the time and space to explore what is difficult at work so they feel someone is listening and cares, and then they can figure out how to move past it and support each other.
Each person should share something that is difficult in the current environment, such as customer demands, organizational change, new leadership, too many projects, and so on. There are no “wrong answers” — everyone’s perspective is valid.
Then, the group should select 2-3 of these “hard truths” as focus areas that they feel could make the greatest impact once solved.
Finally, they should do a brainstorm on 1-2 solutions for each focus area.
The manager should close the meeting by once again acknowledging everyone’s hard work and where it’s paying off, reiterate his or her support, encourage each team member to follow up directly if they’d like to talk about it some more, and then set a follow up meeting for about thirty days later when the group can hold themselves accountable for the actions and see how they’ve progressed.”
What a great suggestion on how to encourage you team to talk about what has been tiring and brainstorm solutions on how to move past it together.
Try this with your team and let us know how it goes!