Motivating Digital Nomad Teams: How to Keep Your Remote Workforce Engaged and Productive
Motivating digital nomad teams can be a challenge. With no office space or permanent co-workers, you'll need to find ways to keep your remote workers engaged and productive. Here are some strategies for motivating digital nomad teams:
Motivating digital nomad teams
Motivating digital nomad teams is a challenge. It can be hard to keep your remote workers engaged, productive and motivated when you're not able to see them in person every day. However, this isn't an impossible task!
There are two types of motivation: intrinsic and extrinsic. Intrinsic motivation comes from within yourself; it's what drives us to do things because we enjoy doing them or find them interesting or challenging. Extrinsic motivation comes from outside sources such as rewards or punishments--if someone offers you money for completing a task successfully or threatens punishment if you don't do it right, those are examples of extrinsic motivators that could affect your ability to complete that task on time (or at all).
The value of meaningful work.
The value of meaningful work is something that can't be overstated. It's important to have a purpose and know that you're doing something worthwhile with your time, even if it means working long hours or taking on extra responsibilities.
Work has the power to impact the world in a positive way, so people who feel like their jobs make an impact are going to be more likely to stay engaged in their work and take pride in what they do every day. When someone feels like their job matters, they'll also be more likely to enjoy it--and this leads directly back into motivation: when employees feel good about themselves and their job performance, they're more likely going forward with energy and passion than if they were bored or unfulfilled by their daily tasks (and thus uninterested).
The value of autonomy.
autonomy is important for self-esteem and motivation. There's a reason that people refer to "the boss" as "the man," and it's not just because they're trying to be funny: autonomy is key for creativity, innovation, collaboration and teamwork. In fact, studies show that employees who feel their work has more meaning are more likely to be motivated by intrinsic rewards rather than external ones like money or benefits (1).
Autonomy can be fostered in a variety of ways within a remote team environment--by giving employees freedom over their schedules; allowing them time off when they need it; providing them with the tools necessary for success without micromanaging every step of their progress (or at least giving clear guidance on how best to use those tools); empowering them with decision-making authority over certain areas of their jobs (2).
The value of achieving a sense of progress.
A sense of progress is a powerful motivator. People want to feel they are making headway toward a goal, even if that goal is simply finishing their work on time. Progress can also be emotional and social--it's not just about the work itself but also about how you feel about your teammates and your place in the team's overall trajectory. In other words, it's not just what you do but how it makes you feel that matters when it comes to motivation at work.
To motivate remote workers effectively, managers should encourage them by setting clear expectations (with deadlines) and celebrating successes along the way: "I'm proud of how much progress we've made this week!" or "Thank goodness we finished this feature before our deadline! We're going to celebrate tonight." When there isn't much opportunity for face-to-face interaction among remote workers because everyone works from different cities/countries/time zones (or even continents), these kinds of positive affirmations can help keep everyone connected emotionally as well as professionally--and ultimately boost productivity over time because employees feel appreciated by their managers/bosses/teams!
Understanding the need for social connection.
It's easy to think that social connection isn't as important for digital nomads, who are often able to work remotely and live in a variety of places. But the need for social connection is universal--and it can be especially helpful when you're working from home or on the road.
Social connections help us feel more productive and focused on our work, as well as motivated by what we're doing. When we aren't connected with others, there's a strong chance we'll lose focus on our goals because they become more abstract than concrete; by connecting with others through shared experiences (such as having dinner together), we can make those goals more tangible again.
Encouraging a culture of growth and learning.
Learning is a lifelong process, and it's one that you should encourage your team to engage in as often as possible. Learning can be fun, collaborative and social--and it's also a personal process that helps people grow as human beings.
Learning is important because it makes us better at our jobs and allows us to grow professionally (and personally). It gives us a chance to explore new areas of interest or learn something new about ourselves or others around us.
Takeaway There are many ways to motivate digital nomad teams, but it's important to realize that different people need different things.
While there are many ways to motivate digital nomad teams, it's important to remember that different people need different things. Some people may be motivated by praise, while others thrive on competition and challenges.
It's also important for managers and team leaders to understand what motivates each individual team member so they can provide the right kind of support at all times. If you don't know what motivates your individual workers, ask them!
Motivating digital nomad teams is a challenge, but it's not impossible. You just need to know what motivates your employees and how they work best. By understanding their needs, you can create an environment where they feel engaged and productive.
