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I remember the first time I became a leader; I called a meeting with my team and said, "Share your ideas on your own working like How do you think it should be if there are any gaps right now? What do you think about how would you like to perform it to improve your performance to reach goal? What all responsibilities, you think you are able to take and perform your best? You have to make them responsible for their job and guide them through as you hire smart people, who tells you what and how to do it? Rather you tell them this is how you should be working. As a leader it is always important to understand your team well and create an environment, where they feel appreciated and perform their best. By giving them what they want and how they want, makes them feel their ideas and thinking is important for an organization, however you are guiding them to perform it in an optimized way.
Team members are always looking for the following:
Clarity
Clarity of goals and objectives is essential for success. It allows the team to focus on what's important, which increases their effectiveness and helps them make progress. Teams don't necessarily expect the leader to know the exact route, but they do expect them to be able to clearly define the destination.
Opportunity
Leaders are responsible for the development of the people they lead, and the best way to facilitate that is to give them challenging opportunities that allow them to grow.
Participation
Teams don't just want to be there to carry out instructions; they want to be able to have some input, some involvement in creating the plans. That doesn't mean that, as the leader, you should defer to your team, but listening to their suggestions does help increase their engagement and commitment.
Keep Promises
Trust is a key component of leadership, and nothing builds trust faster than keeping the commitments you make. Leaders who fail to keep their commitments quickly lose any loyalty and support that their team was willing to offer.
Reliability
Reliablity/Consistency is expected two-fold: On the one hand, people expect everyone to be treated the same (i.e., no favouritism), and secondly, they expect consistent behaviour, that what they did well yesterday will still be perceived as a good job today. Leaders who are inconsistent in how they treat and react to their teams create nervousness and stress, which never aids performance.
Respect
It never ceases to amaze me how many leaders bemoan the lack of respect that they receive, yet fail to respect their teams. It costs nothing to respect our teams, and the payback can be immense. The simplest way to show your respect is to listen to your team, ask them what they think, or ask for their input.
Praise
Praise is one of our most basic human needs, and when people do a good job, they expect to receive that from their boss. It doesn't need to be over the top; it can often just be a simple "thank you" or "good job, well done." Praise is one of a leader's most powerful tools, yet too many use it too sparingly.
Timely, Constructive Feedback
We all make mistakes, but criticism rarely helps to fix them. What teams want is timely, constructive feedback. If the result is not what you expect, then let them know, but do it in a way that allows them to learn and improve, so that they will know how to avoid the mistake next time.
Stand Up for the Team
Too many leaders just throw their teams under the bus when things go wrong. But as the leader, when things go wrong you're still part of it, you can't just disassociate yourself from the failure. That doesn't mean you need to put your hands up and say, "My fault," but you should look to defend your team and protect them from criticism. Leaders who do that will find that their teams will stand by them when things are not going well, but when they don't, their teams will leave them to struggle.
I worked for one boss who constantly threw his team under the bus, and then he had a crisis and needed people to work the weekend to save the situation and his reputation. Not one person volunteered. If you want the support of your team, then you need to support year team.
You can not bring emotions where there is business involved, however do something that make them feel emotionally connected to you and you will see that it will never be easy to reach your overall goals and priorities.
HR needs to create the balance between the team and the manager.
HR should maintain a good relationship with his team, and between team members by motavating them with bonuses, promotions, making them feel important and by garanting a good communication.
Communication is a whole field we should focus on it.
A motivated team is a winning team.
When you successifully created a good team of workers ,Job well done,Incentives,bonuses,promotions,seminars etc makes employee more committed and feel part and parcels of the organisation
