How to motivate your teams?

1. 1Discuss the benefits of success. If you want your team to be motivated, then you have to explain the positive outcomes of achieving the objective. By incorporating this team motivating step, you are putting the control over their future compensation or other rewards into their own hands. Your team should see how their success would benefit not only the company, but also each individual team member. If you really want to motivate them, then you have to make your goals as concrete as possible so they can feel a tangible reward.
   • For example, saying "We have to work harder so the company looks better" won't motivate employees as much as saying, "If we improve our sales by10%, then we'll make enough revenue to give out Christmas bonuses this year."
   • 2Keep your team interested. Build a sense of curiosity within your team members' mindsets so that that they are interested enough to want to achieve the goals you expect. By doing this, your team members will want to learn more. This can be achieved if you understand what excites or interests your team members. Get to know what matters most to the members as a team and as individuals. If you keep things interesting and exciting by mentioning concrete goals, changes, and improvements, they will want to keep working.
     • Don't just tell your team members what to do. Keep them interested and up-to-date on as much of the company process as you can so that they care about what's happening and have questions about the process.
   • Set realistic goals. Know what your team is capable of and set a goal that they can actually reach. It's good to be ambitious when setting goals, but if you make them so challenging that your team is destined to fail, then everyone will only feel discouraged. Establish a realistic goal and provide a tool that shows their progress as they get closer to attaining that goal. Setting micro-goals along the way is also a great way to ensure success, so your team doesn't feel like it's all or nothing.
     • For example, if you have a project that needs completing, create a chart that breaks that project into smaller goals so that, as they achieve each step, they can check it off and visualize themselves getting closer to completing the project
     •   Create some friendly competition. Create a competitive environment that will inspire your team members to achieve their goals. Have small competitions with tangible rewards, even if it's just a free lunch, to get people excited about working their hardest. This can help your team exceed its own expectations, as long as you make the guidelines clear and make sure that people are getting along.
       • For example, break your team up into smaller teams and have them each be responsible for an aspect of the complete goal. Introduce an incentive that will inspire them, but make it a friendly competition and not one that brings about hostility and back stabbing.
       • Make sure you know your team members well enough individually first to see that this won't make people turn on each other.
       • A great way to get team members to know each other is to create mini-teams of people who don't know each other so well.
       •   Put your team members in control of their own destiny when instilling team motivation. You can have an objective that needs to be met, but passing that sense of control over each of your team members will give them the feeling that achieving the goal is something they want done. If they just feel like you're barking orders at them and that they're checking them off one by one, then they'll feel like they have no initiative or control over the situation.
         • One way to make team members feel like they're more in control is to let them to contribute to the company's objectives when it's necessary. Though they may not always be qualified to give feedback, any time you ask for suggestions or for their insight, they will be grateful for it and will feel more eager to contribute.
         •  
         •   Design a tool for recognition when motivating your team. By doing this, team members know that their individual efforts will be noticed and not lost as a team effort. This will inspire all members to do their share. If members know that they will only be rewarded and recognized as a team, they may be more inclined to hide behind the efforts of others. This, in turn, may cause resentment amongst those who did all the work.
           • Take the time to check in individually with all of the members of the team so that they know that you recognize their strengths and are there to help them through their weaknesses. They'll also feel like you care enough to take the time to address each person individually. 
       •  
   •  

Try these9 powerful ways to keep the members of your team motivated and giving their very best on the job.

1. Pay your people what they are worth

When you set your employees' salaries, be sure that their pay is consistent with what other companies in your industry and geographic area are paying. Remember:26 percent of engaged employees say that they would leave their current job for just a5 percent increase in pay. Don't lose great people because you're underpaying them.

2. Provide them with a pleasant place to work

Everyone wants to work in an office environment that is clean and stimulating, and that makes them feel good instead of bad. You don't have to spend a lot of money to make an office a more pleasant place to be.

3. Offer opportunities for self-development

The members of your team will be more valuable to your organization, and to themselves, when they have opportunities to learn new skills. Provide your team with the training they need to advance in their careers and to become knowledgeable about the latest technologies and industry news.

4. Foster collaboration within the team

According to Weekdone.com,39 percent of employees don't feel that their input is appreciated. Encourage the members of your team to fully participate by inviting their input and suggestions on how to do things better. Ask questions, listen to their answers, and, whenever possible, implement their solutions.

5. Encourage happiness

Happy employees are enthusiastic and positive members of the team, and their attitude is infectious. Keep an eye on whether or not your people are happy with their work, their employer, and you. If they're not, you can count on this unhappiness to spread.

6. Don't punish failure

We all make mistakes. It's part of being human. The key is to learn valuable lessons from those mistakes so we don't make them again. When members of your team make honest mistakes, don't punish them--instead, encourage them to try again.

7. Set clear goals

In one study,63 percent of employees reported that they wasted time at work because they weren't aware of what work was a priority, and what wasn't. As a leader, it's your job to work with the members of your team to set clear goals. And once you do that, make sure everyone knows exactly what those goals are, what their relative priority is, and what the team's role is in reaching them.

8. Don't micromanage

No one likes a boss who is constantly looking over her shoulder and second-guessing her every decision. In fact,38 percent of employees in one survey reported that they would rather take on unpleasant activities than sit next to a micromanaging boss. Provide your people with clear goals (see number7, above), and then let them figure out the best way to achieve them.

9. Avoid useless meetings

Meetings can be an incredible waste of time--the average professional wastes3.8 hours in unproductive meetings each and every week. Create an agenda for your meetings and distribute it in advance. Invite only the people who really need to attend, start the meeting on time, and then end it as quickly as you possibly can.

Your staff should be empowered to do their jobs.

This means employing competent people and or mentoring your staff to confidently do their jobs and then give them the authority to do their jobs. Don't micro manage. Staff are motivated when they feel they are doing a valuable job - whether that is being the best cleaner or the best general manager. If they feel someone is constantly checking up on them or micro managing them then they will stop trying so hard.

Staff want a safe workplace where they are valued as an integral part of the team.

Salary is important but it is not the driving factor for most employees. Certainly staff should be compensated realistically and in step with the industry but being appreciated for their contribution is more important.

Recognition of achievement and the opportunity to advance are also important drivers for motivation. Recognition may be as simple as being named at the weekly meeting or having the "Employee of the week/month"  posted on the notice board or it could be company sponsored training for advanced competency. 

People are motivated when they feel their opinions are respected. This does not mean implementing a bureaucracy where every decision has to go to each person in the decision train but where staff feel empowered to offer their ideas without fear. 

A famous brand name factory manufactured matches and one of the janitors made a suggestion that saved the company millions of dollars. If that company did not have an atmosphere where the janitor felt able to offer a suggestion, then the company would have been millions of dollars worse off - and match boxes would still have strike pads on both sides of the box! As the janitor said " I only light one match at a time so why put a strike pad on both sides of the box!" 

I agree with Mohammed Asim Nehal - "Be with them, Listen to what they have to say, Guide them, Help them out when they need your help, Show positivism, cheer them up, celebrate small achievements etc.

i would keep them involved and sharing with the current situation, ask questions , expecting answers

and manage to solve their problems in timely manner

Listen to their problems emphatically but give solutions practically. Never insult or humiliate your team members in front of others (especially other Dept). Correct and guide them when something goes wrong. Know their family members. Apart from professional discussion, have a personal discussion sometimes.Create trust so that they know you are with them at all times (good as well bad). Have small get together (after work hours) occasionally

Be with them, Listen to what they have to say, Guide them, Help them out when they need your help, Show positivism, cheer them up, celebrate small achievements etc.

I agree with the experts excellent answers. Thank you 

I think experts have already said enough, but I would like to concentrate on:

SHOW your FAITH in your employees

The Effective Ways are:

1- Share the Organizational Vision With Each Member.

2- Communicate With Your Staff.

3- Make People Feel Appreciated.

4- Support New Ideas.

5- Give Challenging Tasks.

6- Encourage Creativity.

7- Give Each One Opportunities to Grow.

8- Empower Each Individual.

9- Give as Much Support as You Can

10- Manage Each One Individually.

11- Don't Let Your People Become Bored.

12- Create Healthy Competitions.

13- Celebrate Each Success. 

14- Make Sure There is a Good Working Environment. 

15- Create and Maintain a Team Spirit.

Lot of nice answers. I endorse previous answers as answered well. 

The use of "community spirit"Motivate the team to succeed

Build a common vision among team members