How to Motivate Your Team to Operate With High Velocity, Ownership, and Accountability

by Martina Trajchevska

14 min read

One of the most important factors in whether a business succeeds or not is having a team that's motivated, accountable, and takes ownership of their work. This helps companies work better, increase productivity, and keep employees happy.

In this article, we'll give you practical tips on how to inspire your team to work this way. We'll cover the best techniques for encouraging these qualities in your team and show you how to make a motivation strategy that works for your company.

By the end of this article, you'll know how to motivate your team to be their best, so you can grow and succeed together.

Let's dive in!

Strategies to Promote High Velocity

A high-velocity team is all about moving quickly, making smart choices, and being flexible when things change. If you can create this kind of culture in your workplace, you'll see great results, and everyone will work better together. 

To help you build a high-velocity team, here are some tips:

Setting clear and ambitious goals

To make sure your team is working towards the same goals as your company, it's important to set SMART goals. This means making goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. When your team knows exactly what they need to achieve and when they can focus on what's important and get the best results.

It's also crucial to communicate these goals effectively to your team. Make sure everyone knows what they need to do to help achieve the goals and how their work contributes to the bigger picture. This helps everyone feel more connected and motivated to work towards the same thing.

To make progress and keep everyone moving forward, breaking down big goals into smaller, more manageable tasks can be really helpful. This way, everyone can tackle challenges one step at a time without feeling overwhelmed or stuck. This is what happens when you're on a Scrum team. One of the primary responsibilities of the Scrum Master is to maintain the product backlog.

They must prioritize user stories based on the value they add to the product and break them down into small and manageable pieces. Story points are assigned to each user story to calculate velocity during sprint planning and review meetings. Keeping the backlog up to date and in line with the product vision helps the team stay focused on delivering value to customers.

Encouraging effective communication

Making sure your team can communicate openly and honestly is key to keeping everyone moving fast and working well together. When people feel comfortable sharing their thoughts and concerns, it creates a culture of collaboration where everyone's ideas are important. 

To encourage this kind of communication, it's important to listen actively and make sure everyone has ways to give feedback and share their ideas. This could be through regular one-on-one meetings, group messaging apps, or shared documents, for example. Having these channels for communication helps keep everyone informed and connected.

It's also important to identify any roadblocks in communication and fix them quickly. This means making sure everyone has the information they need to do their jobs and that there aren't any misunderstandings or delays that could slow down progress. 

For example, let's say you're a Scrum team that's doing sprint planning. The Scrum framework relies on effective communication to function correctly. Ensuring open communication among the team members can help identify roadblocks and fix them quickly. 

Emphasizing the importance of time management

Teaching your team how to manage their time well is key to getting things done quickly and efficiently. This means showing them how to prioritize tasks, set goals, and delegate responsibilities. When people know how to use their time well, they can work better and contribute more to the team's goals.

Encouraging people to use tools like calendars, to-do lists, and project management software can also help them stay on track and be more organized. These tools make it easier to manage a high amount of work and see progress over time.

If you want to improve your team's time management skills, it's important to keep an eye on their performance. Regularly checking in on progress and looking for areas where people could use more guidance or support can make a big difference.

Providing the necessary tools and resources

Creating a fast and efficient work environment means making sure your team has everything they need to do their jobs well. This includes giving them the right tools, technology, and resources to get things done quickly and accurately.

Simplifying processes and cutting out unnecessary steps is also critical for keeping things moving smoothly. By making workflows easier, you can help people focus on their main tasks and responsibilities. It's a good idea to review and refine your processes regularly, so you can keep improving and stay efficient.

And don't forget to offer training and support for any new tools or technology you introduce. This way, everyone can learn how to use them effectively and stay up to date with the latest developments.

Celebrating milestones and progress

To keep everyone motivated and feeling good about their work, make sure you recognize and celebrate the achievements of your team. Whether it's a big win or a small victory, acknowledging hard work and success can boost morale and show people that their contributions are valued.

Keeping people updated on progress toward goals is also helpful for keeping the momentum going. By showing how everyone's work is making a difference, you can help people see the impact of what they do and keep them motivated to do more.

Encouraging people to share their successes and learn from each other is critical for building a supportive culture. When people can talk openly about what's working and what's not, they can help each other improve and find new ways to be successful.

Techniques to Promote Ownership

Ownership is the cornerstone of a team that works well together. When people feel like they're responsible for the team's goals and success, they're more likely to work hard and find creative solutions to problems.

To help your team feel more ownership over their work, here are some tips:

Empowering team members

To help your team take ownership of their work, consider delegating tasks based on their strengths and expertise. Giving people the freedom to make decisions lets them take control of their work and use their skills to help the team succeed.

Trusting your team to do their job is also key. While it's important to provide support and guidance, micromanaging can be counterproductive. Giving people space to work independently helps them take responsibility for their actions and develop their problem-solving skills.

Encouraging your team to take risks and make decisions is also important. This creates a culture of growth and continuous improvement, where people feel comfortable making choices and learning from mistakes.

Providing opportunities for growth and development

Training, workshops, and other learning opportunities are great ways to support their professional development and show that you care about their growth.

The best leaders give people a chance to take on new challenges and responsibilities. This can help them build confidence and feel more accomplished in their work. Even small opportunities to expand their abilities can make a big difference.

You could even create a mentoring program where experienced team members help others learn and develop their skills. This can create strong connections between colleagues and provide valuable insights and guidance. By promoting a supportive and collaborative approach to professional development, you can help individuals grow while strengthening the team.

Encouraging autonomy and decision-making

To build a great team, strive to create an environment where people feel comfortable making decisions and taking ownership of their work. This means giving them the freedom to do their job in their own way and use their unique skills to help the team succeed.

Encouraging critical thinking and data-driven decision-making is also really important. When people know that thoughtful decision-making is valued, they feel more confident approaching challenges and developing their problem-solving skills.

And don't forget to celebrate and reward people who take the initiative and make great decisions. This can motivate others to strive for excellence and take ownership of their work, too.

Recognizing and rewarding individual contributions

There are multiple ways how you can recognize and reward employees. For example, you can create a reward system that recognizes individual contributions and supports the company's goals.

You can share success stories publicly and examples of how individual ownership positively impacts the team and company. These strategies can help you in creating a culture that values and encourages ownership, which can lead to long-term success.

Creating a sense of belonging and purpose

We can not stress the importance of making sure your team understands the company's mission, vision, and values. When people know how their work fits into the bigger picture, it gives them a sense of purpose and helps eradicate underperformance.

Building a sense of camaraderie and shared purpose is also key. Encouraging collaboration and support among team members can strengthen the team and help people use their strengths to achieve better results.

It's also a good idea to review and discuss team goals regularly to make sure everyone understands them and stays engaged. By involving people in goal-setting and adjusting objectives as needed, you can maintain motivation and keep everyone focused on the company's overall objectives. 

In a nutshell, transferred ownership is the best way to create a culture of accountability and high performance, which can lead to long-term success.

Tips for Cultivating Accountability

To build a strong culture of accountability, it's essential to hold each other accountable for our actions, decisions, and results. It means taking responsibility for our own performance and contributing to the team's success.

Accountability requires:

Establishing clear expectations

The first tip for improving accountability is to set clear expectations for your team. To do this, here are a few things you can do.

First, make sure everyone understands their role and what's expected of them. This helps create a solid foundation for individual performance and accountability.

Second, set performance standards and measurable benchmarks, like setting KPIs, so people can track their progress and identify areas for improvement.

Finally, it's important to regularly review and update expectations to make sure they're still relevant and achievable. This keeps people motivated and committed to achieving their goals and promotes individual accountability and high performance.

Implementing regular performance reviews

Checking in on your team's performance helps you understand how each person is doing and keeps everyone accountable.

During these check-ins, it's important to give people feedback that's both positive and constructive. This helps them feel good about what they're doing well while also identifying areas where they could improve.

Working with people to create plans for improvement is also valuable. Setting specific and measurable goals helps people take charge of their development and work towards enhancing their performance, which can benefit the team.

Encouraging open and honest feedback

Another one of your priorities should be to create a culture where people feel comfortable giving and receiving feedback, both good and bad. This helps promote collaboration, mutual support, and personal growth.

Regular team meetings or one-on-one sessions are a great way to encourage open communication and address any concerns or challenges. By creating a structured forum for discussions, you enable people to share their thoughts and work together to find solutions.

Encouraging people to share their experiences, learnings, and best practices is also important. This helps everyone learn from each other and improve, which can be beneficial for the whole team.

Promoting a culture of continuous improvement

Encouraging people to look for ways to improve their individual performance and team processes is key to creating a culture of growth. By motivating individuals to streamline workflows and enhance their skills, you help the team become more efficient and effective.

It's important to support people as they implement changes. This means providing the resources, training, and guidance they need to take ownership of their development and improve team processes. That way, you can drive long-term success.

Don't forget to recognize and celebrate these improvements. By acknowledging the positive impact of their efforts, you encourage people to keep looking for ways to improve their performance and contribute to the company's goals.

Addressing underperformance and offering support

Dealing with underperformance in a constructive and timely manner is crucial for helping team members improve. By identifying the root cause and working together to create an improvement plan, you show your support and commitment to their success.

Providing extra help, resources, or training can make a huge difference in overcoming challenges and enhancing performance. By tailoring the support to their specific needs, you empower individuals to take control of their development and become more valuable contributors to the team's success.

It's essential to remember that a key factor that may be hindering your team's performance could be excessive workloads. Overworked teams often struggle to maintain high performance, leading to burnout and a lack of accountability.

To address this issue and boost your team's motivation, consider partnering with Adeva, a top-tier talent platform specializing in matching your business with world-class software developers. By leveraging Adeva's services, you'll be able to augment your team with the right expertise, effectively distribute workloads, and empower your team to operate at a higher velocity.

By investing in Adeva, you're investing in top talent and in the long-term success and motivation of your entire team.

Implementing an Effective Motivation Strategy

Developing a motivation plan is key to building a high-performing team that prioritizes ownership and accountability. This plan should be customized to meet the unique needs and preferences of your team. Implementing a well-designed motivation strategy can inspire your team to excel and propel your company toward success. 

Here are some tips to help you create and execute an effective motivation plan:

Assessing your team's current motivation levels

  • Gather feedback from team members to understand their current motivation levels, challenges, and areas where they feel support is needed.
  • Identify patterns and trends in team performance and engagement to pinpoint potential areas for improvement.
  • Evaluate the effectiveness of existing motivation practices and identify areas where new techniques or strategies may be beneficial.

Identifying areas for improvement

  • Based on your assessment, identify specific aspects of high velocity, ownership, or accountability that require attention and improvement.
  • Consider factors such as communication, goal-setting, performance management, recognition, and any unique challenges your team may be facing.
  • Prioritize areas for improvement based on their potential impact on team performance and engagement.

Developing a tailored motivation plan

  • Develop a customized motivation plan that addresses the identified areas for improvement and incorporates the strategies and techniques discussed in the previous sections.
  • Consider your team's unique needs, preferences, and dynamics when selecting and implementing motivational techniques.
  • Involve team members in the development process to guarantee their buy-in and commitment to the plan.

Monitoring progress and adjusting as needed

  • Regularly review and evaluate the effectiveness of your motivation plan, gathering feedback from team members and analyzing performance data to assess progress.
  • Make adjustments to the plan as needed, taking into consideration any changes in team dynamics, company objectives, or external factors.
  • Maintain open lines of communication with your team to address any concerns, challenges, or suggestions for improvement.


By developing and implementing a customized motivation strategy for your team, you can ignite a sense of ownership, accountability, and high velocity within your company. This approach will result in improved performance, higher engagement, and greater success for your team and company. However, it's important to remember that motivation is an ongoing process that requires dedication, flexibility, and collaboration from both leaders and team members. You can set your team up for long-term success and growth by creating a supportive and motivating work environment.


Q: How do leaders motivate their teams?
Leaders motivate their teams by setting clear goals, providing regular feedback, creating a positive work environment, and offering opportunities for growth. They inspire by example, show appreciation for work done, and empower individuals to take initiative to promote an environment of trust and respect.
Q: What are the 4 types of motivation?
The four types of motivation are intrinsic, extrinsic, introjected, and identified. Intrinsic motivation comes from within and is driven by personal interest or enjoyment. Extrinsic motivation is driven by external rewards or consequences. Introjected motivation is based on internalized societal pressures, while identified motivation stems from personal values or goals.
Q: What are the 4 C's of motivation?
The 4 C's of motivation are competence, confidence, control, and connectedness. Competence refers to a sense of mastery over tasks. Confidence is about the belief in one's ability to achieve. Control speaks to a person's belief that they have power over their own outcomes. Connectedness relates to a sense of belonging.
Martina Trajchevska
Martina Trajchevska
People & Operations Manager

Martina is a People and Operations Manager at Adeva who is passionate about fostering a positive workplace culture and optimizing organizational efficiency. Adept at navigating complex employment issues, implementing streamlined processes, and ensuring compliance, Martina is committed to cultivating a collaborative and inclusive environment that empowers teams for success.

  • Leadership
  • Planning

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