Survey on commitment and motivation
Here are the results of the 66 responses to the question: «Which of these elements impact positively your commitment and motivation for improving your performance?»
I’ve asked the question because I wanted to check with you what perception you had on these 4 elements. Far from being a scientific survey (sample: 66 people), the answers confirm some aspects. My reading is directed especially towards leaders and less towards the people being led. These are some of my interpretations:
• It is of great importance to communicate your vision, the vision of the team/department/company that you represent. As well as the values that should prevail during the fulfillment of the work. People need to know (50% of the respondents) what is expected of them and know the values of the organisation in which they work. On the one hand it is necessary to be able to focus on what really matters, but also to know to what extent they are aligned with these goals and values. Clear expectations positively impact people’s commitment and motivation.
• It is also very important for leaders to have the ability to train their teams. Using different methods to develop employees: coaching, mentoring, new projects, training programs, peer support, readings, etc. 23% of respondents, nearly 1 out of 4, considered the most important element having the necessary skills to perform the functions expected of them.
• On the other hand there is a significant number of people (17%) who valued very positively having influence on what they do. Hence the importance for leaders to know how to delegate responsibilities and to rely on the capacity of their co-workers. Having influence on what you do has many additional benefits: you assume more responsibility and therefore increase the autonomy and involvement and leaders gain quality time.
• Finally, although the percentage is lower (11%), it’s also essential to get recognition for your work. People need to know if they meet the expectations put on them. This feedback is necessary to maintain the work well done and/or correct possible deviations.
Leading is not an easy task. Identifying the needs of our team is the first step to adopt the appropriate leadership style.
Many thanks to all of you who have participated in this survey.
Coach Ejecutivo para líderes que quieren marcar la diferencia
