Engineers play a pivotal role in developing new technologies, systems and products that improve individual lives and society as a whole. These highly skilled professionals rely on more than just their education and experience to achieve this, as they also need a constant supply of creativity and motivation.
Knowing how to promote creativity and motivation amongst your engineering teams as a manager can help you drive the best possible outcomes for projects. In this article, we outline several ways for managers to keep their engineers creative and motivated, and discuss the importance of doing so.
The importance of creativity and motivation in engineering
Aspiring engineering managers asking “is a masters in engineering management worth it?” should recognise that a qualification such as this teaches you how to be a more effective leader. A master’s degree in engineering management can give you the tools you need to keep your engineering teams motivated and in optimal creative mindsets, leading to better project outcomes. Here are some of the main reasons why creativity and motivation are essential in engineering:
1. Facilitates innovation
When engineers are sufficiently motivated and creative, innovation becomes easier and more frequent. Innovation is the ability to develop new ideas, improvements and solutions to problems. With a highly creative and motivated team, you can help to drive new technological developments, approaches and products that can change the way things are done within industries, leading to cost savings and improvements in efficiency and effectiveness.
2. Helps with problem-solving
Engineers are problem solvers, and the most effective problem solvers are those who can think outside the conventional parameters and produce creative solutions. Motivated and creative teams can approach problems from new angles and find innovative solutions. This helps them develop new ways of doing things that are more efficient and effective, leading to the better utilization of resources.
3. Improves productivity
Motivated engineering teams are more productive and engaged, which translates into better quality work and increased output. Promoting a work environment that fosters creativity and motivation can also encourage collaboration and idea sharing, which leads to better solutions and new ideas. Motivation can further help with improving teamwork because it encourages engineers to work together to improve the likelihood of success.
4. Increases employee retention
When engineers are motivated and creative, they’re much more likely to enjoy their work and take pride in it, which can lead to increased employee retention. Engineers thrive in this kind of atmosphere, as it nurtures their natural desire to be creative and gives them the freedom they need to perform. This can make your teams feel valued and trusted, which can encourage loyalty towards you as a manager and the company as a whole.
5. Provides competitive advantage
A creative and motivated team of engineers will always outperform a team lacking creativity and motivation, which is why it’s an effective way to gain a competitive advantage. Creativity and motivation leads to all the aforementioned benefits, such as more innovation and increased productivity, which together give companies an immense advantage in the marketplace.
How engineering managers can promote creativity and motivation
Engineering management is a challenging role that requires a unique set of skills, as these professionals need knowledge of both engineering and management to do the job. Here are some of the main skills these professionals possess and apply in the performance of their work, and the ones you should focus on to boost your effectiveness:
1. Technical knowledge. For engineering managers to be able to lead effectively and provide value, they need broad technical knowledge about engineering. This means knowing about the latest methods, tools and technologies in the field. With this, they can answer technical questions when engineers need help and intervene in projects if they notice a problem. It also helps them make smart decisions regarding budgets, timelines and resources.
2. Leadership. Being a leadership position, it’s essential for engineering managers to have the various qualities of a leader. This means knowing how to inspire action, communicate effectively, set goals, measure progress, give constructive criticism, and much more. Leaders oversee projects and intervene where necessary to ensure teams meet their objectives. They also empower their teams by encouraging creativity and open communication, besides involving teams in decision making and having them take ownership of their work.
3. Communication. It’s essential for engineering managers to establish rapport with their teams so communication can go unimpeded. Effective communication helps engineers share and discuss complex information in easily understandable ways. It also helps managers convey the requirements of projects, and update these requirements as needed. It’s also essential to encourage active listening and have engineers provide feedback after each project.
4. Project management. Engineering management involves a lot of project management, so these skills are essential. Project management skills comprise being able to plan and execute complicated projects, allocate resources, delegate responsibilities, design timelines, liaise with stakeholders and enforce quality standards. It’s also important for engineering managers to have conflict resolution, risk management and stakeholder management skills.
5. Problem-solving. Engineers are excellent problem solvers, and engineering managers must also be skilled in this regard. This means being able to spot problems, analyze complex technical information, troubleshoot and diagnose issues, identify causes and devise intelligent solutions. Engineering managers must also be able to anticipate problems based on hazards, develop contingency plans and minimize risks to ensure projects succeed.
6. Time management. Engineering projects are often time-bound, so engineering managers must be skilled in executing projects according to strict timelines. This means being able to balance priorities, delegate, estimate timelines and keep track of progress. Many engineering managers use software to help with time management and track the progress of projects.
7. Interpersonal skills. Effective managers can build and maintain good relationships with employees, stakeholders and clients, and this requires excellent interpersonal skills. This means being able to listen actively, resolve conflicts, use empathy, manage difficult conversations, build trust and use diplomacy. All these skills help managers drive action, bring the best out in their staff and steer projects in the right directions.
8. Business knowledge. Engineering managers need to understand business concepts, like financial planning, strategy design and budgeting, to carry out this complex job. Engineering projects must align with business objectives, so engineering managers need to understand how they function within the context of the entire business. This requires a degree of business acumen. Managers with good business knowledge can also identify opportunities and risks and contribute to the long-term success of the organization.
To motivate your employees effectively, it’s crucial to recognize their achievements. This shows that you’re aware of their hard work and dedication, and that you recognize their contributions to the business. This can give them a strong incentive to achieve more goals and gain even more recognition, as having value recognized can make staff feel great and improve self esteem. Here are some benefits that result from recognizing your staffs’ achievements:
1. Improves morale and motivation. Doing great work makes professionals feel good, as the sense of achievement comes with a release of feel-good chemicals in the brain, lifting morale. This enhanced self of fulfillment and job satisfaction can be highly motivating for staff, as it makes them want to achieve more objectives. Improved morale and motivation directly translates to improved productivity, performance and a better work environment.
2. Boosts employee retention. When you recognize employee achievements, you demonstrate that you value them, which can increase employee retention. Employees are happier, more creative and more motivated when they feel valued, leading to loyalty towards the employer. Businesses benefit greatly from low employee turnover, as it saves them money on recruitment, training and onboarding new staff.
3. Encourages creativity. Recognizing achievement, especially recognizing instances of impressive creativity, can motivate staff to be even more creative and find outside-the-box solutions. Being selective in how you give out recognition, such as by only recognizing especially impressive acts of creativity, you can encourage staff to continue performing at a high level.
Allow engineers freedom
Giving engineers freedom to do their work can encourage them to take ownership, which is an effective motivator because it means they’re primarily responsible for outcomes. This added level of pressure can produce motivation and creativity in engineers, helping them to prioritize tasks, make decisions and stick to timelines. Trusting engineers to do their work independently also conveys your confidence in their abilities, which can be a powerful motivator in itself.
Provide development opportunities
You can encourage motivation and creativity by making development opportunities available for engineers, as this gives them something to strive for. With a clear career goal in sight, engineers are much more likely to work hard and try to advance towards their desired position. Managers can inform teams about certification programs, conferences, networking events, workshops or internal training opportunities. These can also enhance your teams’ skills and make them more effective in their work.
Give more responsibility
Giving engineers more responsibility is a good way to produce motivation and creativity, as it applies more pressure and forces them to adapt. It also gives them more ownership over projects and their outcomes, meaning they’re more invested in the success of projects. This can dramatically enhance the amount of creativity they apply and how motivated they are to drive a positive result. An increased sense of ownership can cause engineers to think of outside-the-box solutions to drive the outcome they desire or to take risks they may have otherwise avoided for the sake of safety.
The increased desire to succeed can motivate engineers to try things they may have otherwise avoided, which can lead to new innovations. Engineers with more responsibility are also more likely to seek out knowledge, collaborate with others and share ideas to find the solutions they need. This can produce a new kind of work environment in which engineers are more motivated and creative due to their increased responsibility, as innovation becomes more essential.
Set realistic goals
You can keep teams goal-oriented by constantly setting and reevaluating goals, but ensure these goals are realistic. Setting clear, achievable, measurable goals helps keep your teams on track and ensures they have the time and resources they need to complete them. Setting unrealistic goals can be counterproductive and unmotivating, but setting realistic goals allows engineers to make steady progress, reap the rewards and develop even more motivation to achieve the next goal.
Lead by example
Managers must set a good example for their employees by practicing what they preach, as they are the behavioral template employees model themselves on. By projecting the kinds of behaviors and attitudes you want to instill in your teams, such as passion, a desire for excellence and commitment, you can encourage staff to copy you. Being charismatic and friendly is also a good way to make teams like you and want to mimic your behavior. By setting a great example, your team is likely to view you as a role model, develop a desire to impress you and ultimately, follow your lead, leading to positive behavior change.
Effective communication is one of the most important skills for managers, as this enables you to convey expectations, correct mistakes, listen to feedback and provide support. You can communicate more effectively by practicing active listening, speaking clearly and directly, and allocating time for one-on-one discussions with employees. It’s also important to encourage and facilitate communication between team members, as this gives them opportunities to express their ideas, concerns and general thoughts. This can drive creativity because it enables engineers to brainstorm with each other and share potential problems and solutions.
Foster a positive work environment
Creating a work environment in which motivation and creativity can thrive is essential, as this helps to keep teams engaged in your absence. There are countless ways to define a positive work environment, and what this looks like depends on your objectives. To promote the greatest possible amount of creativity and motivation, encourage your team to pursue their passions, experiment with new ideas and give them the trust and freedom they need to express themselves creatively. Your job as a manager is to keep the ultimate focus on business objectives, but within that you can give teams a lot of freedom.
Effective hiring is characterized by hiring the right person for the job, which can be much more difficult than it sounds. To ensure you hire the most motivated and creative engineers, it’s essential to screen candidates in a way that looks for these specific qualities. You could achieve this by having candidates complete an activity or attempt to solve a problem. By making the task sufficiently challenging, or making it one that requires prolonged attention, you can test both creativity and motivation. You can then hire those who come up with innovative solutions and persevere with the task until they complete it.
Diversity hiring is a potentially unexpected way to produce more creativity and motivation within engineering teams, but it’s an effective one. Hiring people from different backgrounds can help you get a wide range of perspectives on the team, because different cultures give people slightly different filters when analyzing information. For example, the unique experiences, problems and creative solutions an Indian-born engineer may have been exposed to are likely different to that of an American-born engineer. When combined, engineering teams can take value from various perspectives and produce highly innovative solutions.
Lynn Martelli is an editor at Readability. She received her MFA in Creative Writing from Antioch University and has worked as an editor for over 10 years. Lynn has edited a wide variety of books, including fiction, non-fiction, memoirs, and more. In her free time, Lynn enjoys reading, writing, and spending time with her family and friends.