The agency of an owner who tries to do everything themselves is almost certain to stay small, and for some owners this is the lifestyle they seek. However if you hope to grow your business your efforts need to be directed at driving performance in others, not doing everything yourself. If you shouldn’t be doing everything yourself, then what should you be doing to improve the performance of your team? Motivating staff is not an easy task. This month we look at what are commonly seen as the key areas required to successfully motivating your team. After reading the article take the time to analyse your own performance in each area. Then choose the areas where you could improve and set yourself some action points . This way you will be spending your time motivating your staff, not doing it all yourself.
1. Working Conditions
The surroundings you provide for your team say a lot about your attitude towards them and can either be a source of motivation or discontentment for employees. Not only do facilities need to be in good condition and well maintained but also the way the team are managed needs to be consistent and fair. A friendly and fun workplace is appreciated by most people and work doesn’t feel like work if you enjoy it. Customers can generally tell if staff are happy and as a result this has a knock on effect on customer retention.
• Are there any facilities / equipment that need repairing
or updating? Do my staff have the tools they need to
do their job properly?
• Do your team know who is in charge? Are their clear
policies that make it a fair workplace for everyone?
2. Lead by Example
Unfortunately people are far more likely to copy what you do than do what you say. Whenever you are at work those around you are aware of your behaviour whether you want them to be or not. On countless occasions we’ve seen businesses where the staff have a ‘poor attitude’ to customers. Only to meet the owner and see exactly where that attitude has come from. The golden rule : Conduct yourself as you want to staff to conduct themselves and secondly; treat your staff how you want them to treat your customers. As an example if you want your team to have excellent product knowledge do you model this behaviour yourself?
• Are there parts of my own behaviour I need to change
to be a better role model for my team?
• How do I want my employees to treat my customers (try
writing a list)? Am I treating my team with these same
If your team do not feel valued or important to the business it is likely that their levels of motivation will be low. Regular, clear and effective communication is the key to success for any organisation.