How do you motivate team members who are bored?

there is different reasons for that and a different solution I have listed most of the common reasons and how to work around them

1. Working on the similar task for a very long period

• ·Reassign task
• ·Assign challenging task
• ·Assign responsibility to handle a small team along with the task assigned.
• ·Motivate: Explain the team member, his importance and contribution to the project and why the company is dependent so much on him for this task.
• ·  Ask to take a break.

2. Some team members are interested in working on innovative/inventive projects

• · This kind of team members are self-motivated and are very important for the organization for upgrading the technology/domain skills and for product improvement.
• · Along with the assigned task, allot sometime in the project plan (when there is an enough buffer in the project plan)for these kind of team members to come up with new ideas and to explore new technologies/solutions.
• · Allow to attend/conduct seminars or training sessions.

3. Not given higher responsibility.

• · Depending upon the skills and experience, motivate and elevate the team member to next positions.
• · E.g.  A experienced programmer wants to get involved in System Analysis and Design, assign responsibility of System analyst.

4. Work can be done faster if provided with appropriate or automate tools.

• · The ER, DFD, flow chart diagrams can draw quickly using drawing tools instead of using open office.
• · Use automates testing tools, if repeated test cases are to be tested for a certain period.

5. Proper process is not in place

• · The developer has passed the task for testing without unit test.
• · No proper documentation available: Requirement specification, Functional document, Design, Acceptance test plans.
• · Have good process & policies and put into practice.

6. Goals are not set

• · Talk to team member and check their goals. Assign if similar opportunities are available in the project.
• · Team does not know their responsibilities and what they will achieve at end of the project.

Agree on experts answers. Thanks for your invitation.

Thanks for the invite.

First & foremost, one has to find out the reason/s for the team members being bored and then address the root cause if any.

If bored team members are made to feel that they are much valued in the organization and the same is demonstrated in the form of rewards, bored team members are sure to get motivated.

This is relative to their performance. If they are a good worker and have potential to move up the chain, they give them addition all duties or responsibilities. If they are ready for the next progressive step put them on the necessary courses to develop their skills.

Many companies will place good workers into higher roles without adequately preparing them. The result is sometimes increased stress to the member resulting in lower than expected performance.

You could also let them know that you have noticed that they appear bored and simply ask them. They can sometimes provide you with the solution.

The fact that you ask and are willing to listen and if there are opportunities means you're managing your staff. This will be noted. Communication is a key point. Once you have started discussion s, you are obligated to see the process through.

If you choose to ignore the signs, you may lose a good worker.

Thanks for invitation,

You need to talk to them and find out why they are not enthusiastic about the job or work.

Enrich their Job, Enhance the responsibility, delegate important work and make them feel important.

If they have any personal issues or social issues , listen to them emphatically and help wherever possible.

Remember :  Knowing cause of problem resolves half of the problem.

Thanks 

May be I will take them to restaurant or coffee shop for one free day  

Thanks for invitation.

I am agree with Mr F Rahman. I want to add that first try to proper motivation, because i the power of motivation is stronger than atom bomb. Start publicity of bored team member that he is good enough with other team member, i seems if bored member hear that you think he is worthy then of course a positive effect will be ...........Also should want to know his problem.

One of the most prominent reasons for burnout/boredom is not able to see substantial growth in day today activities performed at workplace. The work life may differ from being in a relatively iterative routine profile( say an office assistant) to a fast paces rapidly evolving arena (say a technology consultant). In more than 95% of the cases if leadership has the ability to portray personal growth to the individual then the phenomenon can be avoided. Like in a iterative work environment if the focus is laid on the bigger picture and how daily efforts add to the bigger picture of the project, of the company and lets just say for the industry then the motivation level can be sustained even with demanding routines over extended periods. In simple words laying of bricks at a government building is more motivating if its made known that foundation to the nations growth is being laid here as future generations will create growth policies for the nation under the roof which is being built now. 

Similarly in a fast paced environment if we can develop a mechanism where the learning can be portrayed ( like a self wiki page where added learning are portrayed to the larger group of professionals both within and outside the firm) a new zeal to excel can be achieved in the entire range of professionals. 

Here solutions for one group of professionals might not work as effectively for the other so a multi pronged approach is recommended to identify most prominent group types in the firm and deploy solutions to address those issues. This is one of the primary issues a knowledge management team effectively handle through efficient proliferation of individual learning.

Thanks for invitation.

To motivate team members in such a case, the following approach is suggested.

1. Introduce job enhancement  i.e. broaden the area of work of each team member.
2. Introduce job enrichment i.e. provide more complex work with additional responsibility.
3. Introduce job switch in relevant areas so that people learn from each other and have more interaction with colleagues.
4. Have weekly meeting to get feedback and introduce changes/adjustment accordingly.
5. Have lunch with team members at least once in a month to enhance  team interaction and more cooperation within the team