How To Ensure Your Staff Are Happy And Motivated

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As the owner of your own business, one of the most exciting things you can do is hire your own staff. It’s a great sign that things are going well within your business as not only do you need to hire staff to help you, but you’re in a financial position where you can do so. When it comes to hiring staff, however, you need to ensure you’re doing everything you can to keep them happy. With that in mind, here are a number of ways you can ensure your staff are happy and motivated to work:

– Tell Them When They Have Done A Good Job

Although this may seem obvious, it’s important you’re telling your staff members when they have done a good job. People like to know that their hard work is paying off and often within a business, people don’t know this unless they’re told. Even if it’s just a simple thank you email after a job well done, your employees will appreciate the recognition.

– Encourage Them To Have A Say In Big Decisions

Although your team members can’t make ALL of the big decisions within the business, getting them involved is a great way to help them feel part of the team. Whether it’s deciding on a new product to launch or having a say in a huge social media campaign, approaching your team for ideas and suggestions is a great way to get involved. Even if you don’t use any of their suggestions, they will definitely appreciate that you asked. For tips and tricks when it comes to getting employees involved, you can visit this guide here.

– Make Sure You’re Paying Them On Time

Another important aspect of having staff in your team is ensuring you pay them on time. Most of the time the staff you hire will be freelancers and they’re really on you to pay them when you say you’re going to pay them. If this is something you struggle with, it may be worth investing in software that allows you to set up monthly payments for your staff depending on the hours that they have worked. For professional payroll solutions, you can visit this site here.

– Don’t Micro-Manage And Allow Creative Freedom Where Possible

Although it may be tempting to micro-manage your staff, it’s important you’re not doing this on a regular basis. Whilst it’s good to have a certain amount of control over your team, allowing them to have creative freedom and the ability to create their own schedules is what will help them stick around. For tips and tricks when it comes to avoiding micro-management, you can visit this site here.

– Ensure They Have A Place To Relax When They Need A Break

If your staff work in the same office space as you, you need to ensure they have a place they can go when they need to relax and take a break. For the best results when it comes to productivity you should be letting your team take a break from their screens whenever they need it. Whether it’s a five-minute break every hour or an hour-long lunch break during the middle of the day, having that time away from their computer will help them refresh and stay focussed. For more tips when it comes to staying focussed, you can visit this site here.

– Host Regular Team Outings And Out-Of-Work Activities

Finally, no matter how big or small your team are, you should be hosting regular out-of-work activities. Whether it’s a couple of drinks after work or an activity to help you bond, you want to ensure everyone has a good working relationship with one another. If you’re stuck for ideas, ask your team what they’d like to do.

Are you struggling to keep your staff happy and motivated at work? What can you do to ensure that changes?  Let me know in the comments section below.

How To Deal With A Micromanager

The dreaded micromanager.

We’ve all been under one, but the question is:

How do you deal with it?

Here are 3 ways to counter:

1) Results-focused – Micromanagers care about one thing: getting s**t done. That means “bulldozing” people in order to achieve more. Typically naive to people’s emotions, if under their leadership don’t take things personal. Micromanagers don’t have enough EQ to see the trail of blood left in their path. The way you feel after an encounter with them is how most people will describe an interaction. Focus on surpassing their lofty expectations by doing work. Accomplish that and you’ve earned favor.

2) Mirror – In most cases what you can dish is what you can take. This doesn’t mean treat your boss the same way he/she treats you, but be aware of their preferred style. They model what they expect to see in you. Ultimately you don’t have to copy them as long as you get #1 right (see above). Micromanagers view people as obstacles in their way. Don’t expect praise. No feedback is good feedback in their book.

3) Counterbalance – The first two points explain the makeup of a micromanager, but what you really need to know is how to compliment them. What you do different can make you stand out. For example, if your soft skills are strong you might be asked to put out fires. Micromanagers won’t admit their weaknesses out loud, but they’re aware of them. Position yourself as an ally to their cause and you automatically level up. Strategy is key here.

Micromanagers won’t change so you have to adjust your ways. Control issues stem from a sense of insecurity which means you must be grounded to combat them. No one likes to be micromanaged, but if you learn how to deal with them work can become much more tolerable.

Why Support Gets Lost In Translation


Managers, friends, even spouses say they want to support you, but how come it goes horribly wrong?

Support is determined by the recipient, not the giver.

If the receiver doesn’t feel supported, it’s only a gesture.

Let me give you an example. Your manager tells you he/she is “hands off” in their management style, yet you feel micromanaged.

Translation: your manager wants things done a certain way and when it’s not, you’ll hear it. Hands off to them means “as long as you do things my way, I’ll be hands off.”

To someone who is self-motivated and innovative that’s a huge turn off.

In the workplace support it a term used loosely. The main problem is if the giver doesn’t know how the receiver defines support, it’s just talk.

Support gets miscommunicated as frequently as any generational difference.

If you truly want to support someone, ask them how they feel supported. It may be different than what you value, but if you truly care you’ll do it.

The #1 reason why employees leave their current job is because they feel undervalued, therefore support has an incredible ROI.

The root cause can be the difference between a leader and manager, but ultimately it starts with ego.

Support is meant to benefit the recipient so if the receiver doesn’t feel supported that falls on the giver.

It can be a tricky game to play, so first know the rules.

I feel supported when listened to. Answers aren’t necessary. Once I’m able to vent my frustration, I can enter problem solving mode. Offer me trust and I will give it back tenfold. That’s what helps me feel supported, how about you?