The Secret to Sustaining Employee Motivation - Colliers
In the fast-paced world of real estate, Aryan, a seasoned leader, faced a unique challenge. Despite generous bonuses and promotions, his team's motivation was waning. The key to rekindling their enthusiasm lay in understanding intrinsic motivators.
Employee MotivationReal EstateLeadershipProfessional DevelopmentIntrinsic MotivationReal EstateOct 14, 2024
Determined to find a solution, Aryan decided to dive deeper into his team’s intrinsic motivators. He started having one-on-one conversations, and the responses were enlightening. Sanya, a promising young real estate agent, expressed that while she valued the bonuses, she longed for more meaningful work. “I want to see how my efforts contribute to the bigger picture, not just hit sales targets,” she admitted. Another team member, Vikash, revealed that while promotions were enticing, what truly mattered was having a clear path for personal growth and learning new skills to stay ahead of the game.
Aryan quickly realized that while rewards and recognition were important, they were not enough to sustain long-term motivation. What his team craved was a sense of purpose, professional development, and the freedom to innovate. He took immediate steps to refocus his leadership strategy, starting by granting more autonomy to his agents. This allowed them to explore new ways of closing deals, find creative solutions, and implement them with minimal interference.
In addition, Aryan initiated regular “vision-sharing” sessions where employees were shown how their efforts were directly impacting the company’s success. He also introduced learning and development workshops to keep his team sharp and evolving with industry trends. These subtle yet impactful changes were innovative and forward-thinking, fostering a culture where intrinsic motivation thrived.
The results were profound. Sanya began taking on more challenging projects with newfound enthusiasm, and Vikash’s sales soared as he applied newly acquired skills. Aryan’s team, once solely driven by external rewards, became deeply invested in their work and more motivated than ever before.
Conclusion\nLeaders, like Aryan, can unlock true potential by meeting internal expectations. Rather than relying solely on external rewards like bonuses or promotions, fostering autonomy, purpose, and continuous growth can ignite lasting motivation. When leaders focus on empowering their employees from within, they don’t just meet targets—they build a team that is truly engaged, inspired, and ready to go the extra mile.
About Colliers\nColliers is a leading diversified professional services and investment management company with operations in 68 countries. Our 15,000 professionals work collaboratively to deliver an edge to real estate occupiers, owners, and investors worldwide. We offer a comprehensive range of services, including property and corporate services, real estate management, development services, and more. At Colliers, we believe in continuous learning and development, which is why we are committed to providing our employees with the tools and resources they need to succeed.
Frequently Asked Questions
What are intrinsic motivators?
Intrinsic motivators are internal factors that drive an individual's behavior, such as a sense of purpose, personal growth, and the desire to contribute meaningfully to a larger goal.
How can leaders foster intrinsic motivation in their teams?
Leaders can foster intrinsic motivation by granting autonomy, providing opportunities for professional development, and regularly communicating how individual efforts impact the organization's success.
Why did Aryan's team lose motivation despite receiving external rewards?
Aryan's team lost motivation because external rewards like bonuses and promotions were not enough to sustain long-term enthusiasm. They needed a deeper sense of purpose and opportunities for personal growth.
What are some examples of vision-sharing sessions?
Vision-sharing sessions can include presentations on the company’s overall goals, success stories that highlight individual contributions, and discussions on how team members’ work impacts the broader mission.
How did Aryan's changes impact his team's performance?
Aryan's changes led to a significant improvement in team performance. Team members became more engaged, enthusiastic, and motivated, resulting in higher sales and better overall outcomes.
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