Published 15 September 2014. Updated 6 April 2026.
For any business, your employees/staff are the most valuable asset to keep the business going, thrive and to make it grow. Motivated team can not only be productive, but contribute in many ways, from ideas and suggestions, through to essentially allowing the business owner to clone themselves and have others working in the business who are as passionate and effective in it, as they are themselves. For some business owners and leaders, guiding, supporting and motivating their team comes naturally to them. Others have to work a little harder on it, focus on what is right, and make a conscious effort to do better. Not everyone is born a leader, but that is not to say you cannot become a great leader with thought, education, effort and positive practice. When you make a conscious effort to ensure your team are not only motivated and effective, but are happy, you will have a better workplace and better business.
But what are these things that you should be doing, you ask yourself? We thought of sharing a few such tips that can be a good guide to create a good working atmosphere in your company.
Let us discuss the tips one by one. While reading what is given below you have to be honest to yourself and answer each question honestly. Otherwise, the exercise will be a waste, because only when you accept there is a problem (or room for improvement), can you actually solve It.
Don’t Do This to Your Team / Staff
- Put your employees down. If you are doing this to prop up yourself, then it can be even more damaging as you may lose the moral authority to lead them. If you do have to reprimand, always do so in private. If you need a witness (because of possible dismissal action later), then have a witness, but again, still do this in private away from other staff and absolutely never in front of customers.
- When talking to one team member, do you talk negatively about the other team members in their absence? Keep such discussions restricted to issues on hand, without directly naming or blaming anybody. Because when you do this, people wonder if you may be saying such things about them also in their absence. It is not good for your reputation nor does it give your team a sense of safety or trust in you.
- Set a bad example. Leadership (in my view as both a business coach and leadership coach) is about leading by example. When you set a bad example, you are teaching your team it’s ok to do this and this is your standard, level or expectation. If you cheat a customer, then it will not be surprising that you may catch them stealing from you. Staff are quite similar to children (and I don’t mean that in a negative way), but they learn what you show them. Demonstrate dishonesty, disrespect or other negative traits, and of course, some will follow your bad example. Others (of higher standing) may simply say, you know what, I don’t like what you do, I’m out of here and resign. There goes likely a great team member.
- You are the owner of the business or a person in controlling position, you may work huge hours, especially in the earlier stages of your business. However, remember that this is often a job for a team member, and whilst they might be happy to do a bit extra, don’t expect (or demand) they do huge hours. The business is not theirs, it is yours. Plus – everyone needs to have a decent break to recharge – team and owners alike. You’re more productive when you’re fresh.
- You may expect your staff to take an additional responsibility and strive more than what they are doing at present, but this is possible only when you give them chance to do so. It is of no use to tell your employees to do certain things but you don’t trust them, nor give them the freedom and responsibility to manage things. In other words, micro managing doesn’t help them and most certainly does not help you!
- Never tell a team member when they’ve done something wrong. Incorrect! If they have made a mistake, often the only way they will learn, grow and improve is if you let them know. Whilst some of us are mind readers, most people are not. Now, of course, there is a good and positive way to give feedback, and a wrong way to give feedback. Blame, negativity and putting someone down achieves nothing.
- Don’t give them praise – they will only demand a pay rise. This isn’t true either; a genuine ‘thank you’ or ‘atta boy’ go a long way to help someone feel valued and appreciated. Sure at some point they may ask for a pay rise, but wouldn’t that be better than them handing in their resignation? Appreciation is one of the reasons that employees stay with a business.
- They have no good ideas – don’t listen to their suggestions. Wrong again! Often your team are working at ‘ground zero’ and know everything which is going on. They see where things may not be working well, can be improved, or may have a great idea to implement. Your team have a brain and ideas – encourage them to provide these ideas. If there is a criticism about what you’re doing – don’t automatically get defensive, but rather, take it on board and consider if they are right. Listen, ask questions and even ask (without dripping sarcasm) if they have any thoughts on how it should be done. Even if an idea comes up, thank them for the idea, but yes, you may not implement if it’s unreasonable, unrealistic or even downright silly. I remember, one of my team ages ago, suggested we move the office next to the beach, so they could look out the window and see the ocean. This wasn’t viable and I know was said as a bit of a joke. But, with that idea, you could get some fabulous beach and ocean prints for the walls, which are almost as good as being there. From my decades of experience, some of the best ideas have come from my team. Two heads are always better than one and twenty-five is absolutely better than one.
- If they do something good, just let it pass. Actually, like praise, always be looking to give your team positive feedback. Even effort or improvement should be acknowledged. Never commit the mistake of stealing the credit for their work, and where possible make the praise public, either in front of customers or at least other staff.
- If someone does a mundane task well, then let them continue to do it forever. Likewise, if someone does a mundane task poorly, they are obviously bored, so instead give them something interesting. Actually, I believe in the opposite. I had a young lady years ago who did filing exceedingly well. I regarded her great work, but advancing her to instead take on social media, which I knew she would enjoy. It was a reward for a job well done. However, the team who can’t get filing right … well, perhaps they need to do it more, as clearly they need practice. If your business can split up tasks and give everyone a bit of variety, then great, just ensure you manage that well.
The above few tips can be of great use to help you have a motivated work force. If you expect them to work hard, then be ready to set a good example. Check out this eBook on How to Maximise Staff or if you’re needing leadership mentoring, or business coaching – reach out to me via my CONTACT PAGE. My passion is your potential!
