10 ways to motivate your team after a failed project

In today’s work environment, most companies delegate work between teams. Teams form the foundation for a strong infrastructure, not only for the individual project, but for the company itself.

Circumstances may arise where your team comes face to face with failure. Being a leader is not an easy job, even when everything is going smoothly. You are also responsible for motivating the team at all stages of the project. A leader’s confidence and motivation is often reflected in team performance.

However, team motivation will not seem natural if, as a leader, you yourself are worried about failure. With a little deliberate effort, you can pull a team together even after the worst setback.

Let us inspire you how the leader… Find tips to motivate and cheer up your team here.

Look wider at the picture

In the immediate aftermath of failure, people find it difficult to see the world from a positive perspective. If the project reaches a plateau, this situation will have serious consequences for each participant and they will need significant motivation to move on.

As a leader, you may need to take a step back to reassess the situation.

Instead of looking to the immediate future, look at long-term plans that could be milestones in achieving your goal.

If you paint the bigger picture with a compelling vision, it may be just the right thing to add fuel to your team’s dying fire of inspiration.

Support team members

Many people find motivation in pursuing things they truly believe in and in being in control of the situation. Instead of teaching them to do something, tell them that their thoughts and ideas are more than welcome.

Team members often voluntarily take on more responsibility if they are given the opportunity to choose their own path. In addition, this way you can increase performance

Each team member pursues his own goals, both personal and professional. Start investing in their aspirations and reward their perseverance in achieving their goals.

Don’t focus your team on weaknesses

Failure can be blamed on one person or an entire team. But what happened was. They most likely feel as bad as you do, especially if they know that failure is theirs. They could also go beyond their boundaries to implement this project.

Respect and support is a two-way street.

It is very important that each team member feels recognized and appreciated. In turn, team members will become more active and begin to follow goals more enthusiastically.

Get ready for failure

Go ahead and forget that failure is not the end. Take it and start over. If there was no “willingness to fail” in every new concept, it would not have materialized. Reflect on Thomas Edison, if necessary, to show that even 1,000 attempts are worth one win.

Refresh your workplace

From time to time, it is necessary to change the work environment in order to think more positively. We definitely don’t recommend redoing the interior design. Make a few small changes to the schedule, talk to the team, and see if the employees want to change the scenario a little. Perhaps there is a coffee maker between team and success.

Make employees happier

If it is pleasant to be at the workplace, that is already half of the employee’s happiness. So you can raise the level of enthusiasm and positiveness in the team.

Poor attitudes and workplace dissatisfaction are contagious.

An unhappy employee can spread negativity. Watch out for frustrated employees. Disagreements can arise between team members, and, perhaps, it is the team lead who will have to take the first step in resolving the situation (https://blog.ganttpro.com/en/resolve-differences-in-multinational-company/).

Encourage self-development

Perhaps there are several reasons why the project cannot develop further. Team members may be concerned about their own results and shortcomings that may have affected the outcome of the project. It is very important that the team lead encourages team members to improve themselves or learn new skills, if necessary, in their opinion.

Give them the opportunity to hone their skills and experience the latest technology. Discuss the latest industry developments to foster engagement to stay current in the field.

You can also go with the team to events related to the field of activity, for example, to project management conferences

Throw micromanagement

Employees will not work selflessly if they feel they are under constant surveillance. This will only increase the pressure, which will further affect performance. Especially after a failed project, it is imperative that the team lead feels trust and is able to handle future projects, rather than feel like a micro-manager. Keeping track of metrics and personal metrics is fine, but don’t let that make the team feel like they’re under a microscope.

Plan

In the first point, we talked about seeing the bigger picture. Long term strategies are made up of short term goals. It is vital that your team members know what the next step in this direction will be. Regardless of whether we are talking about a new project or about working on an existing one, in practice, all stages are stages of leading a successful team.

Develop a plan with your team and analyze it, engaging everyone with an accessible planning tool. Delegating not only work but planning aspects will also motivate them to stay active.

Encourage small milestones

Sometimes, even small accomplishments can require tremendous effort on the part of the team. During the recovery process, it would be wise to reward them with at least gratitude, at least in the form of kind words or thanks, to inspire them to take the next step.

It is impossible to go from zero to one hundred in one step.

But that doesn’t mean smaller numbers don’t matter. All of this, of course, requires perseverance, and, above all, effective teamwork.

Every step you take, be it victory or defeat, will give you experience. As difficult as it is to interact with a team, it has its merits, and in the end, if you can successfully reach your next goal, then every second of the journey is certainly worth it.


Translation of the article was prepared on the eve of the start of the course “Team Lead 2.0”

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