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For any business and in any workplace, one can often find team members divided into three sections. 

Firstly, there are sections of people who are super motivated and mostly always driven towards their roles and responsibilities. These comprise 20% of any team. Next are the moderately motivated ones who comprise about 70% of the team strength, leaving behind the bottom 10% who are the ones that face the challenges of demotivation and fall behind!

Have you wondered, why there’s a disparity between team members’ motivation levels even when you give feedback to each and every team member? 

Have you noticed that when you provide your team feedback, immediately after, their motivation level and enthusiasm really go up? They look more confident and raring to go! But then you wait a week or so and realize that the same team members are back to underperforming, looking dull around the workplace and their general vibe is that of lethargy? 

Can I tell you something that will surprise you? 

The onus of this lies not on your team, but on you! 

Ask yourself- Are you a leader who continuously and consistently provides feedback to the team? continuous 

As a leader, you need to intervene consistently, give feedback constantly, encourage your team members to take some challenges and make them realize that you’re working closely with them. 

Constant feedback makes your team members feel important and they are left with the feeling that their leader is someone who is concerned not just about the business but also the growth of their team members (which should anyway be a strong focus as a business owner). 

You need to make sure that your system of giving feedback is not reactive, but proactive. 

Do you only give feedback when something goes wrong? Does your feedback depend on opportunities and certain times when someone in the team asks for it? 

That is not the right way to provide feedback. 

It should not be opportunistic. It has to be consistent. 

Team motivation should depend on a system. 

Often entrepreneurs hesitate to give feedback because they fear that the team might take it negatively. Know this, feedback does not mean pointing out the mistakes. Feedback means to point out the things that are going right, the things that are going wrong, and the things that can be done differently by the team member in order to be better in their role! It is equally important to acknowledge people’s work when they are doing something right, as it is to point out the gaps when they miss out on things. 

So, the more consistent and constant your communication is with the team, the more the energy, the enthusiasm, and the morale of the team are maintained. 

Also, put into place a specific and tangible Review System like S.T.O.P to make sure the feedback is recorded and worked upon in a systematic way for everyone to track and make the necessary changes in order to progress in their paths! 

Your team is the one giving you a clue as to when and how your feedback system should happen. 

So, be a proactive leader who encourages, aligns, and acknowledges their team and its members. 


For detailed information about the S.T.O.P review system and more insights on how to motivate your team, explore the world of professional business coaching with Rajiv Talreja, one of Asia’s leading business coaches. With vast experience with entrepreneurship and coaching, Rajiv has tried and tested methods to expand and enhance any business.