Speaking With Your Junior Team Members

1. Sharing The Why

One way we can motivate our team is by sharing the why. Explaining the bigger picture and why they are doing their work can help motivate them.

Consider the following

• Bigger Picture – One way we can share the why for our team is by explaining the bigger picture. For example, we can share how the project our team is working on will help another department increase the number of documents they can process. This, in turn, will allow for more revenue to be generated by the company. Our junior team will see their value and feel more inspired to do their jobs.
• Process – Often, the process by which decisions are made isn’t communicated to everyone within the company. Because of this, people can feel disconnected. To prevent our team from feeling confused or unmotivated, we must share the process with our team. For example, suppose the company made a significant change, and our team was notified about this change. In that case, we need to send out a personalized communication explaining how this decision came about and why. This will help our team understand the process and feel more included.
• Why Them – Sharing the bigger picture and the process with our team can help motivate them. However, when we show our team why they are essential, it will help them feel valued. For example, one way we can do this is by calling out a different team member during each meeting and talking about why they are a critical part of the team. We can say, “I want to thank Ana for her hard work this week. She is a critical member of our team. Not only did Ana create a fantastic client presentation, but she also delivered it like only she can.” When our team members feel they are essential, they will work at their highest abilities.

When we show our team the process and where they fit into it, it will help them feel motivated and excited to do the work and contribute.

2. Show We Care

Most people don’t enjoy the feeling of doing work just to do work. Also, most people don’t want to feel commanded to do work, either. Though the direction is important, our team wants to feel like the direction was given with them in mind.

Consider the following:

• Check In – Periodically, we can check in with our team to see how things are going and how they are doing. We want to ensure we reach out for this purpose. We don’t want our team to feel like they are in trouble if they hit a stumbling block. If we sense someone is struggling, we can offer solutions to help. The key is removing the fear of reaching out to us if they feel lost.
• Invest In Our Team – If we want our team to feel like we care, we must interact with them authentically. For example, we can do this by taking time to get to know our team members. We can stop by their desk and ask them how their weekend was. Or, if we are in a remote setting, we can take a few minutes before our weekly meeting to engage in casual conversations. When our team believes we are on their side and care about them as a person, they will be much more motivated to do their jobs.
• Show Appreciation – Showing our appreciation is another way our team feels cared for.  For example, we can show our gratitude by bringing in coffee for our team. Or, if we are in a remote situation, we can send a slack message to our team, or an email.  A little appreciation will go a long way.

Showing our team we care about them will help us become more effective managers. Our team will be more willing to go the extra mile for us and increase their productivity.

3. Show Up

If we want to motivate those who report to us, we must show up. This means being visible, following through, and listening. When we do this, our team will have an example to follow.

Consider the following:

• Visibility – We have to show up for our team and our company. If we don’t lead by example, our team won’t feel cared for.  For example, one way to ensure we are visible to our team is by creating communication channels. If we prefer phone calls, we need to ensure our team knows they need to call us. However, if we choose to get updates in Slack, we need to ensure our team knows this is where we can be reached. When our team sees us showing up, they will want to do the same.
• Follow Through – If our team sees us following through, they will want to follow through. The opposite is also true. This means we must set an example for our team. If we say we are going to do something, we need to prioritize getting it done. Following through will build trust with our team and show them we care.
• Listening – Listening is another way we can show up for our team. When we listen to our team, they will feel heard.  For example, if our team consistently tells us, they need a new printer. We need to listen to them and figure out how to get them a new printer. Employees who feel heard and empowered will be more engaged to do great work for us.

Showing up for our team is critical for their success.

Sharing the bigger picture, showing our team we care about them, and showing up, will help us manage our junior team successfully. 

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