Hello, everyone!
Today, let’s talk about motivation and engagement in teams, the two essential ingredients for success that often go beyond the typical paycheck. That’s right, compensation != motivation, or at least is not limited by just monetary part. In my experience, effective motivation is also about purpose, feedback, and a sense of impact.
Having spent time in different industries, from federal court systems to game production, I’ve seen first-hand the huge difference that good feedback and a clear sense of purpose can make in a team. So, let’s dive into how you can keep a team engaged without relying only on financial rewards.
First and foremost, I would like to bust a popular myth about positive culture. Positivity alone doesn’t drive high performance. The Losada Ratio, a concept from positive psychology, highlights that while positive feedback is important, a critical balance is necessary. Too much of negative feedback causes stress, too much of positive causes boredom. Moreover, too much positivity - sometimes referred in the industry as "toxic positivity" - can be dysfunctional and lead to stagnation.
Lack of challenge leads to stagnation - that's one of the reasons why Souls games are so popular.
Studies show that people often respond to recognition as powerfully as they do to monetary rewards. A well-timed compliment or acknowledgment can sometimes have a similar impact on morale as a bonus - and it's free (please be reasonable about it, I'm not saying that you can replace all the extrinsic motivators with a pat on the back). Harvard Business Review has documented how employees who receive regular recognition are more likely to engage meaningfully with their work.
For example, in my past role in the legal sector, there were few rewards aside from the occasional “Thank You” certificate (yes, a real printed certificate that said Thank You!). But people were not really motivated by that “token of appreciation”. They needed to feel that their daily contributions mattered. Now, as a game producer, I try to keep this in mind by offering continuous, meaningful recognition that helps the team see the impact of their efforts.
To build an effective feedback system, consider using a structured yet flexible framework, similar to how games set up quests for players. Here’s a breakdown of what this might look like:
- Provide Context: Just as players receive a storyline and context in a game mission, team members need to know the background of a task. Why is this task important? Who will benefit from it? In a game like World of Warcraft, players are drawn into a quest because they know the “why” behind the challenge. When assigning tasks, clearly communicate the purpose and anticipated impact.
- Set Clear Objectives: Outline specific goals but allow room for creativity. In a quest, players get a series of objectives, but they also have the freedom to approach them in unique ways (ideally). Similarly, your team will appreciate a sense of autonomy within a defined framework.
- Establish Expectations and Provide Guidance: Make sure team members know what success looks like and give them the tools to get there. In games, players are often given hints or resources to complete a quest without being micromanaged. In the same way, effective leaders offer guidance without stifling individual initiative.
- Set Realistic Deadlines: Aim for a deadline that pushes but doesn’t overwhelm. Instead of asking, “When can you finish this?” try, “Can we aim to wrap this up in a week?” Letting the team weigh in on deadlines can build trust and ownership of the project.
- Recognize Effort and Achievement: Celebrate wins, big and small. Everyone likes a good reward, even if it’s just recognition in a meeting or a personal thank-you. In RPGs, players earn “experience points” and gear for their efforts. While you don’t have to always give out literal prizes, recognizing contributions makes people feel valued.
- Give Constructive Feedback: Constructive feedback goes a long way in showing that you’re invested in each team member’s growth. Constructive doesn’t mean sugarcoated; it means focusing on actionable ways to improve while keeping morale intact.
One of the many roles of a producer is to turn everyday tasks into something engaging and purposeful. Just as games frame each quest with context and rewards, framing work assignments with a sense of purpose can make a difference. Think of yourself as a “quest giver”: your job is to ensure each “quest” (aka task) is well-defined, meaningful, and rewarding.
Imagine assigning a task to someone as a “quest” with context: “The marketing team needs fresh visuals for our latest live-ops event, and they need your design magic by Thursday. We’ll need high energy and color to catch the players’ attention!” A specific, time-sensitive, and context-rich task gives the team members a clear path and a sense of importance, making the project feel more like an adventure.
To sum it all up, here’s a seven-step approach to building motivation and engagement.
1. Care: Regularly check in with each team member. Understand their thoughts, concerns, and project vision. Trust and open communication form the foundation of any engaged team.
2. Clarity: When assigning tasks, be as specific as possible. Clarity reduces uncertainty and gives the team confidence in what they are doing.
3. Importance: Make sure every task has a “why.” When people know their work has meaning, they’re more likely to stay motivated.
4. Flexibility: Define the end goal but let team members decide how to reach it. It’s like giving a destination but letting them choose the route.
5. Time limits: Let the team weigh in on timelines to ensure deadlines are challenging but realistic.
6. Rewards: A little recognition goes a long way. Celebrate successes, even small ones, to keep motivation high.
7. Feedback: Avoid the extremes of too much positivity or negativity. Instead, give balanced, helpful feedback to keep the team moving forward without feeling either overconfident or demotivated.
By following these steps, you can cultivate a team that’s motivated not just by rewards, but by a sense of purpose and accomplishment.
I think that leading a team isn’t about always saying “Good job!” or “Try harder!” It’s about creating a work environment where people feel valued, challenged, and engaged. And just like training a pup (trust me on this one), consistency, patience, and clear guidance make all the difference.
Motivation is an ongoing journey, not a one-time reward! 🐾
