[c]

• Communicate with members of the research team clearly and frequently – check that the message you sent is the one that has been received.
• Use active listening skills to show colleagues that you value their input (see Listening Skills).
• Manage conflict well – don’t avoid `difficult’ conversations and situations (see Guidelines for Using Email).
• Recognise and praise individual team members contributions and celebrate success as a team - but make sure that praise is sincere, appropriate and varied.
• Use the 90/10 rule when giving feedback – i.e., 90% of the feedback relates to positive performance, whilst the other 10% relates to areas for improvement.
• Identify what motivates each member of the team, motivators will vary between people. For example, recognition in any form and being able to achieve results are highest motivators, whilst less than good relations with project manager and other team members are high de-motivators.
  

Examples of different motivators

Monetary	Make sure that researchers are being paid fairly for their contribution Support them in applying for merit pay awards, if appropriate
Status	Being supported for promotion, if project funds allow. Larger work area More people to supervise More input to project management
Job responsibility	Praise Increased responsibility/authority
Policies/procedures	Being given an 'indefinite' contract of employment More access to training and development opportunities
Personal privileges	Flexible working hours
Work environment	Attractive surroundings Quiet/well lit environment Work in ‘friendly’ location
Social activities	Opportunity to talk to colleagues Social opportunities
Involvement	Participation in decision making Opportunity to influence goals/priorities Clearer communications Autonomy, limited supervision Opportunity to train others