Your team is struggling to stay motivated. How can you reignite their passion?

To reignite passion in a struggling team, consider the following strategies: 1. Reconnect them to the purpose: Remind the team why their work matters and how it contributes to the bigger picture. 2. Celebrate successes: Acknowledge and celebrate achievements, no matter how small. 3. Encourage autonomy: Allow team members to take ownership of their work and make decisions. 4. Provide growth opportunities: Offer training, mentorship, and new challenges to help them grow professionally. Remember, every team is unique, so it's essential to tailor your approach to their specific needs and concerns. By genuinely caring for your team and creating an environment that supports growth and success, you can help reignite their passion and motivation.

1. Let them know that you(team leader) have their back at all times. The team needs to know that they are not alone and we are all together. 2. Lows and highs are part of our journey and if we do fall down, let's get up and try. At times we will be de-motivated and feel bad...its ok to feel that...accept that feeling. Take some time to analise and then get back on. 3. Have faith in ourselves. Worrying or stressing or staying demotivated will not solve anything...except stop growth...so choice is of the person. 4. Have a conversation with the members who are not feeling good and empathise with them and slowly help them to help themselves to get out of the "negative mood"

One of the best way I always consider when solving any problem is knowing the root cause and establishing the factors that could have led to it. So as a leader, reach out to them and enquire the reason why and if possible eradicate that root cause. From there, you can work towards their motivation by listening to what would make them comfortable and efficient in their roles for example by providing incentives and improved support!

"Motivation isn't just about goals and strategies; it's about heart. 💖 Encouraging the heart is a powerful way to ignite passion and drive in ourselves and others. Whether it's a simple thank you, a genuine acknowledgment, or a thoughtful gesture, let's remember to cultivate a culture of appreciation. When we uplift each other, we create an environment where everyone can thrive.

My father would narrate this story Once a tiger was sleeping & mouse came and started jumping on tiger. tiger got up angrily, caught mouse "I will eat you" Mouse cried & begged for mercy.The tiger was not hungry and only wanted to scare the mouse and let go. The mouse thanked & said" when you are in need, i will help you" The tiger laughed and said how can mouse ever help the "king of the jungle" one day the tiger got caught in the Trap. He started roaring.Suddenly mouse came & bit through trap & set tiger free.they became best friends. When my father would tell the story...it was father/daugher moment. Later started understanding the meaning of the story. my father always repeated only 1 story & gave me pearls of wisdom.

As professional nonprofit staff we are often paid. We will move on at some point to another cause. It's part of the dominant system that tells us our work must be more valuable due to its price tag, but this is a myth. Volunteers do this for free. They are the roots of solidarity and civil society, they will be connected to the community and cause long after we have moved on. So, it's vital for us professional nonprofit staff to exercise humility and to remember that time is the only thing we have, and to give that for free is incredible - plus, volunteers can be our most authentic connections to our communities, champions of our cause, celebrants of our successes, and critical friends. We can learn so much from them and about ourselves.

Gently remind them about why they joined your team or organization and how they grasped the mission of the team or organization.

Recognition is essential for the project success especially from the point of team engagement. Giving a bonus can be a way to express your satisfaction, but you can enhance the project productivity by empowerment and delegation as well. You can motivate to make someone stand out from the others by offering them decision making responsibility or asking them to be the early adaptors of the change.

Tap into their personal "Why?" Often times leaders and managers are well-versed in sharing the organizational mission, goals and objectives but this may not ignite the team's passion. I have found in my 20 year career when you find the team is losing steam that asking them to consider what makes them excited about the work they are doing can go a long way!

Recognition and celebration of the achievements of volunteers is key, also showing them what their contribution means to the organisation and the impact it has on the wider community can help motivate and drive the team forward.

Communicar o sonho grande de um trabalho voluntário é importantíssimo seja para o voluntário que está em contato direto com o público final, mas também para aquele voluntário que atua nos bastidores, em áreas de apoio e precisa ser lembrado do propósito

In my experience, it's critical to always share your "Why" with your team and to know and really understand each of theirs. Why did I choose this work? This job? This organization? I have really strong answers to those questions (as I should being the leader) and I share those reasons often with my team and with all stakeholders because it helps everyone buy into what we're doing. It's also the most important question for my staff and potential staff when we're hiring. The "why" needs to matter. Everyone should know why the work we do every day, from entering data about our programs to ordering catering for events, matters as part of the bigger picture for what we're trying to create and achieve so nobody's role is valued less or more.

Vision and revision! Encouraging engagement with your vision as leader, and communicating that the vision is always a work in progress, at least on the margins, can stimulate creativity and buy - in.

This is very important. Vision is vital to pursuit but much more, if a team must follow you, there must be an agreement and readiness to work together

Reigniting passion within a team is integral to overcoming stagnation. Passion kindles creativity and productivity, driving individuals to contribute meaningfully to collective goals (Heller, 2019). Leadership plays an essential role in sparking this passion; creating a clear vision, promoting open and respectful communication, delivering positive feedback, understanding individual team members'aspirations, and fostering a culture of continuous learning are some strategies to reignite passion.

The passion behind the vision and the mission is what ignites the motivation even when you desire to STOP! You remember why you started, who is benefiting from it, and in the bigger picture you realize it's not about you. It's about the people you serve. And when we serve from this perspective it's heart centered. This gives all of us the energy to continue to move forward and make the world a better place in which we all must live! Keep serving my friend!

Ein Beispiel das mir gefällt ist, wenn Teams bevor sie nach Hause gehen noch mal alles durchchecken und miteinander aufräumen! Unser Team im Waldkindergarten macht das hervorragend- danke Euch dafür!

Clearly communicating the company's or project's vision and goals helps team members understand the bigger picture. When they comprehend how their individual contributions contribute to this vision, they feel a sense of purpose and are more motivated to work towards common objectives.

Being a religious missions mobilization organization, it is important for us to remind ourselves and our team, on a regular basis, of the significance of working from a sense of calling. What we do is not a job, it is in response to what we believe is the call of God upon our lives. Therefore, the motivation for our work stems from the idea that when one works from a sense of calling, the approach is entirely different than that of a "job." We believe that lives hang in the balance, and that is what helps us create a sense of personal, and organizational urgency.

Feedback and support are essential for growth and success. Constructive feedback helps identify areas for improvement while highlighting strengths. Supportive gestures show care and encouragement, fostering confidence and motivation. Together, they create an environment where individuals can thrive and achieve their best.

During supervisions, I leave space for my team to share how they are maintaining a work-life balance and how I could be more supportive of their needs. I also start the conversation with a check in on what they are proud of, and what they would like to work on. During the following supervision, we reflect on that “work on” item to see if any progress has been made, hold them accountable and support where needed. Finally, I try to highlight achievements wherever I can, even the smallest of wins. It’s always appreciated.

Feedback can translate into discontent, lack of confidence or will to initiate because of power dynamics, the treatment of others in the organization, as well as the nature of the existing connection between both ends. I don't think that receiving feedback gets easier, whether good or bad, because there is a lot to take in, and many professionals will still feel or consider the possibility that there is a personal element of dislike, unhealthy competition, or a lack of care in the feedback they're given. Good feedback provides examples and actionable recommendations, allows room for discussion, isn't provided in a condescending or passive-aggressive tone, the language is clear, and multi-partiality is considered as much as possible.

Foster a culture that values creativity and innovation. Encourage experimentation and risk-taking and provide resources to support new ideas.

Good leaders support the development of their team members and a good way is to provide feedback about their performance. The feedback should be prompt, fair and supported with real time examples about the related team member. One common mistake is to give feedback only about issues or problems, however, positive feedback, greeting and leadership quotations would help the leader build trust among team members.

Regular feedback helps team members understand where they stand and how they can improve. Constructive feedback acknowledges their strengths while highlighting areas for growth. Additionally, offering support in terms of resources, training, or assistance when needed ensures that team members feel valued and equipped to succeed.

Offering constructive feedback and continuous support is crucial for nurturing our team's performance and development. Feedback serves as a compass, guiding individuals towards their strengths and areas for improvement, while also acknowledging their successes and learning opportunities. Providing support ensures our team feels equipped to overcome challenges, access necessary resources, and cultivate a sense of value and respect within the workplace. Moreover, this practice cultivates trust, fosters collaboration, and cultivates a culture of ongoing learning and advancement, propelling both individual and collective growth within the team.

One thing I’ve found helpful is consistent check ins that center us on purpose, mission, outcomes, in addition to amplifying each members talents and gifts that support our “why”. It has helped to encourage and to also hear the specific concerns of each member which creates space to lean in and to support.

You have tell each member of your team how much they are valued and the difference they make individually and as a member of your team and the overall organization. Show your appreciation whether in doing something outside of the work environment that includes working as a team (i.e. escape room, a cooking class) or perhaps institute bagel Fridays (or any day) where you can have breakfast together or with other teams to start the day off on a bright note.

Start with yourself - be open to all kinds of feedback. Build a culture in your team that welcomes feedback from top and bottom equally. Keep the space open to welcoming negative and positive feedback as well as suggestions. Once that is established, trust is gained and all members become as open as you are to feedback. You do not need to be standing on a podium pointing down at your team when discussing challenges, stand among them and engage in ways forward rather. And always take into consideration the different contributions made by team members, one of them may just be the golden ticket your entire team has been looking for to succeed!

Empoderar voluntários cria a capacidade de liderar e se sentir dono. Isso aumenta o engajamento e a retenção, afinal, ninguém larga no meio algo que é dono, que lhe pertence e está conectado ao propósito

It is important to provide a culture that welcomes creativity as well as failure. The ability to try new ideas and approaches needs to be framed within the construct that it is ok to make mistakes. Success is often achieved through trial and error.

Allowing autonomy and creativity to flourish and become organizational or team practices makes everyone's jobs easier by enabling a better use of talents, providing the opportunity to learn through applied experiences, and improving well-being at work. This will be especially evident during times of crisis, project peaks, and moments when intuition is required due to a lack of context or instructions. Employee intuitiveness, initiative, and agency can be blocked by unconfident management and rigid principles. Better power distribution means sustaining power, while the opposite can lead to burnout, breakdown of relationships, and missed opportunities. If something feels wrong, it is likely due to power dynamics and a lack of agency.

I agree..Give employees the authority to make decisions related to their work. This can increase their sense of ownership and investment in the outcomes. Encourage them to take initiative and contribute ideas for improving processes or developing new solutions. I experience this at work. Also allow flexibility in work hours and the location from which employees work, if possible. This can help them work during their most productive times and balance their personal and professional lives more effectively Lastly, create an environment where experimentation is encouraged, and failure is seen as a learning opportunity. This approach can lead to innovative thinking and breakthroughs.

Letting volunteers do things their own way makes them feel that you trust them and their ability, when they feel trusted, they are motivated to perform better. Too many regulations sometimes demotivates people and kills creativity, letting people do their own thing to drive the purpose builds leadership skills as well as achieve the motive

To reignite passion and motivation within the team, encourage autonomy and creativity by empowering individuals to take ownership of their projects. Foster a culture where ideas are valued and experimentation is encouraged. Provide opportunities for skill development and recognize achievements openly. By creating a supportive environment that values autonomy and creativity, you'll inspire your team to rediscover their passion and drive.

People need to feel appreciated by being offered choices and a chance to create their safe spaces for creativity or innovations. It has worked in fields I have led in organizations in the last 15 years. Above all, keep it real, let there be an ambience of truth to eliminate dissatisfaction or unspoken grievances.

Autonomy encourages critical thinking which encourages innovation. It's important to set the framework but allow employees to decide how to achieve the outcome themselves. It creates creativity and innovation which are essential for future growth. Too many rules in place stifle passion and lead to dissatisfaction. Brainstorming is a great tool to achieve this. As a leader never provide the solution, simply ask the question and let the team grow the ideas. Some of my best work was related to these experiences and it's through those challenges that growth happens.

It is true that promoting independence and creativity creates a vibrant workplace where team members are motivated to succeed and feel empowered. Allowing individuals autonomy encourages creativity and new ideas while also fostering a sense of accountability and ownership. In addition, encouraging creativity helps individuals and teams to grow and maximize their own potential while tackling problems with creative solutions. By adopting these values, the team not only finds its enthusiasm again but also realizes all that it can do, which propels success and accomplishment.

Good leaders recognize their team's motivation & enjoyment. Team-building exercises that are overhyped as "fun" can be awkward & joyless. #leadership #teambuilding #motivation

Just because you smile, laugh, and socialize with your team, does not mean you will lose their respect as a leader and lose focus on the team vision. Yes there is a fine line that you should identify to avoid crossing as a leader, but it is actually a lot more beneficial to achieving success as a team when you engage with small jokes, and little "breaks" from work itself.

I can't think of a better example of increasing morale and team building than the famous volleyball scene in "Top Gun." Fun and wholesome competition are important ingredients to bond a team. When I was Executive Director of a leadership organization, I introduced a Friday night 70's and 80's costume dance party for opening retreat weekend. Some of my colleagues were dubious, but it was incredibly successful. The participants made longterm connections, and broke down walls. The retreat weekend set the tone for the rest of the year, and people were fully present.

When the team is down and in need of a pick-me-up, find ways to bring fun into the environment. It could be a game, a social outing, or a camaraderie-building exercise. Finding ways to change things up and break the routine is important. Stand away from "mandatory" events as those drive things in the opposite direction from what you desire.

Social events help people “let down their professional guard” momentarily so they can be happy and be themselves. Happiness hormones such as “dopamine, which makes us feel good; serotonin, which reduces depression; and endorphins, which make us happy and thus help to reduce physical pain” are released in the body in higher quantities at such times. Interestingly, the impact of these hormonal activities in the body are directly linked to passion, motivation and ideas re-generation. Burnout contributes to a reduction of passion and energy. Social settings provide spaces for bonding, and can help to curb burnouts so teams can always be high on passion too.

1. Team-building exercises that will strengthen your team's bonds and communication abilities; e.g. escape rooms, scavenger hunts, or team sports. 2. Organising a small get-together or lunch to honour team members' birthdays, work anniversaries, or project completions is a wonderful way to recognise and thank them for their hard work. 3. Office game days where you bring in board games, card games, or video games as an enjoyable way to unwind from work and improve your relationships with your teammates. 4. Plan a day of service where your group can assist the underprivileged and give back to the community by working together to achieve a common goal. Pay close attention to the opinions and preferences of your team.

I’ve found out that it is important to take mental breaks, energize, have fun. It will free everyone’s mind! We need to be true to ourselves and recognize our limitations. Those moments of enjoying each other reminds you what is the higher purpose, build community, connect with each other!

One thing I've found helpful is taking the team out of the workplace, doing something fun together like a team dinner and getting to know each other outside of the workplace. Then coming back to the workplace and reigniting your why. Why do you do what you do. What is important to you. Reconnecting to your why and what is important to you helps to shake up motivation. Refresh & Reset approach.

O voluntariado precisa ser leve. Além do impacto social positivo que o trabalho gera precisamos entender que a empatia e motivação são bússolas para gestão do voluntariado. Usar a gameficacao, ações de reconhecimento, talks de socialização são ferramentas importantes e que podem gerar muitos frutos dentro de uma organização. Quanto mais relacionamento temos entre os voluntários mais criamos conexões e são elas que nos mantém motivados.

To reignite your team's passion, prioritize fun and socializing. For example, organize game nights or outdoor activities. These moments reduce stress and foster camaraderie. Companies like Google and Zappos exemplify the benefits of such approaches in building strong teams and fostering innovation.

In my opinion, to reignite your team's passion, try team-building activities, offer professional development, celebrate achievements, encourage open communication, set clear goals, provide support, and show appreciation for their efforts. Additionally, promote work-life balance and create a supportive environment where team members feel valued.

Discovering what motivates each member of a team, both individually and collectively, is the key to unlocking their full potential. And don't forget to ask them how they define a successful outcome, because it's only by understanding their perspective that you can truly inspire greatness.

Communication is key. Sometimes we focus so much on the goals the company seeks to achieve and forget to query employees about what they want to personally achieve. Fostering a conversation about the staff's personal goals and desires will uncover intrinsic motivation. For example, inquire about their career aspirations, educational desires, work life balance strategies, wish list to make the workspace a more desirable place to be, and other questions to understand the person. It's not always about the job and about the team needing intense intervention to increase their motivation; care about the individual. Showing you care may be all they need to become motivated.

One thing I've found helpful is taking part in challenging 'team' outings. You can learn a lot about each other (and yourself) when taking part in such an endeavor. I learned more about the people I worked with when we trained together to accomplish a common goal. While most people won't be setting up ambushes, the camaraderie and trust you build between team members while doing such challenging things, can reignite 'team motivation' to get things right.

A few things: (1) Seek their input early on in the process; get their buy-in. If they feel they are part of the solution and have ownership they tend to be more motivated. (2) Are you sure they are unmotivated? What makes you think that? Examine your own thoughts. (3) Listen to understand. Ask how they are feeling and examine why. You will likely uncover issues of which you had no knowledge.

I agree with all of these suggestions, but will point out that lack of passion or motivation is usually attributable to lack of value and belonging that is a direct result of lack of communication. Organisations that have a lot of volunteers may not always prioritise communication with their volunteers. Your lack of time and attention for them gives the impression that they are not valuable enough. The best organisations where volunteers continue to thrive also embed communication systems that ensure regular communication. It is only right that your organisation makes a concerted effort to invest time on volunteers whose input of time and commitment is invaluable.

En nuestra experiencia como Corporación Gestión Sostenible diseñamos un programa de gamificación que permite motivar al equipo de trabajo colaboradores con premios e inventarios por las tareas, misiones, y proyectos cumplidos o completados. Existen categorías de actividades y sus respectivos puntos...que sumados nos dan el ganador o acreedor al premio/incentivos de la semana o mes.

We must effectively communicate the vision BUT also Collaborating on the vision with others helps to reaffirm it when we need to re-engage when necessary.