This question is important now because, during crises such as COVID-19, people often tend to focus more on tactical work rather than adapting to solve the bigger, newer problems the business may be facing. Between 2010 and 2015, Harvard surveyed more than 20,000 workers around the world, analyzed more than 50 major companies, and conducted scores of experiments to figure out what motivates people, including how much working from home plays into the equation.
The research found that working from home was less motivating. Even worse, when people had no choice in where they worked, the differences were enormous. Total motivation dropped 17 points, the equivalent of moving from one of the best to one of the most miserable cultures in their industries. What Can Business Leaders Do? Give people the opportunity to experiment and solve problems that really matter. Not relying solely on giant new programs or approaches that need CEO approval. simply finding ways to make sure every single person on their teams feels like they have a challenge that they can help solve. Generally, HBR recommended a simple rhythm for remote teams. Monday: Hold a performance cycle meeting for the team that covers the following 1. What impact did we have last week and what did we learn? 2. What commitments do we have this week? Who is on point for each? 3. How can we help each other with this week’s commitments? 4. What are the areas where we should experiment to improve performance this week? 5. What experiments will we run, and who is on point for each? Tuesday-Thursday: Have at least one individual meeting with each of your team members. To help motivate your employees, focus on helping them tackle challenges that are a slight stretch. Friday: Focus on reflection This might include presentations from project groups during which team members share metrics and insights. This approach works during the financial crisis in 2008. For more follow the link below. https://hbr.org/…/04/how-to-keep-your-team-motivated-remote…
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