Eight ways startup founders can develop and motivate a team
Writing for Business Advice, Andy Cockburn, CEO of marketing platform Mention Me, offers employers eight strategies for getting the best out of a small team.
UK startups and small businesses have almost certainly entered 2018 with a certain level of trepidation and caution. Factors such as Brexit, a depressed economy and housing market can’t help but cast a shadow.
In addition, the recruitment process can be one of the most costly, frustrating, risky and sometimes disappointing elements of growing a business. Attracting and retaining solid talent is often a huge challenge. Never more so for a startup; requiring a hungry, solid and reliable team to share the journey and help the wider business achieve its goals.
So how should companies hang on to those star employees, nurture that talent, and avoid making costly mistakes? By offering the recognition and opportunity that they need, and the support to be positive and motivated, your team members will motivate each other.
Not only that, they will be further engaged in growing the company sharing their knowledge and experience internally. Investing in this will pay dividends, compared to the crucifying costs of re-hiring for roles.
Here are eight ways to support, develop and retain good staff. Do this, and the leadership team can focus on the evolution and growth of the wider business.
Recognition and celebrating success
A valued employee is a happier, and more motivated one. Correspondingly, a member of staff who feels that their efforts and achievements have gone unappreciated, are often the first ones to lose interest and begin looking elsewhere.
This all sounds obvious, but what’s important is how this is played out. Good tactics are to celebrate success quickly, widely, and publicly. Our tradition is for each team to play an instrument once a target has been met. When the bugle is blown or the horn honks, everyone applauds knowing that good things are happening.
Nominating colleagues who have done a great job each month, with the winners being publicly recognised and rewarded is another tool that works well.
Mentoring and training
Mentoring as a motivational tool isnt new, but the approach and format taken by many successful companies has changed a little. Generally, especially in startup cultures, mentoring programmes have become far more inclusive, less hierarchical, and in turn more successful at developing skilled and motivated employees.
Opening up mentoring programmes to the company, allowing individuals to choose who theyd most like to be mentored by, is empowering. In turn the mentor, who is not always in a senior role, feels valued and relevant.
Startup cultures are often quick to recognise the value that mentoring outside of a team structure can be. Alongside this, more traditional on the job training programmes are vital for making individuals feel that their role and performance matters to the business.
Presume trust and give autonomy as early as you can
In more traditional office environments trust was something that was earned over a long time. Smaller businesses today work under different rules. Presuming trust with new hires, and offering them autonomy, motivates people to buy into the business, and feel a part of its future.
In turn, this type of environment is better for the wider business allowing people to experiment, develop new ideas and breed creativity.?
Giving as much context as possible share data openly
A business that is open and transparent about performance and numbers is far more likely to develop a team with a sense of ownership and shared responsibility for achieving the wider business goals.
This is so much easier to do now with a whole raft of tech tools such as Futrli for sharing performance data or Perdoo for clear goal setting. If the process is collaborative, people are far more likely to feel motivated and driven to achieve the shared goals.
If a new employee is not a good fit and leaves after a short period of time, then the company will have to face the cost of a replacement, as well as the time that was lost. So, what should employers do to avoid risks and reduce costs when hiring new people? more»
For many small business owners, the autumn months represent a great opportunity for growth following the traditionally less busy summer period. Those expecting a boost to their sales in the near future may be considering employing new staff members. more»