You’re a small business owner who wants to motivate your employees. How can you make them feel valued?

This is the easiest, and possibly most important, way to build a great corporate culture - and it can cost you nothing. Get in the habit of acknowledging ideas and contributions of every employee at every level. If someone suggested a process change, recognize them in the team meeting. If someone went the extra mile for a client, thank them at a minimum, and maybe give them some kind of financial award, if appropriate. Employees who feel valued and appreciated will be more productive and will be more likely to stay at your company.

Supporting employees' life plans through professional work development rather than focusing solely on recognition events shifts the dynamic, making the workplace more meaningful and supportive. This approach values continuous, holistic support over sporadic, event-based acknowledgments. By aligning with their goals and aspirations, you demonstrate a commitment to their growth and success. This not only empowers employees but also fosters a culture of mutual respect and appreciation. When employees feel genuinely supported in their professional journeys as it relates to life, their gratitude and recognition towards the company naturally increase, creating a positive cycle of encouragement and loyalty. Go beyond "we're proud of you," talk.

The most important part of recognition is to find out how they want to be recognized. It's not one size fits all. Some prefer public recognition and awards, others would love a personal thank you note, and for others a bonus or extra time off is the most meaningful. Ask your employees and allow them to choose what is most meaningful for them.

When acknowledging people, give them feedback about what they did (their behaviour) and the impact it had on you, someone else, or the organization. What difference did this person's actions make? Most people want to contribute and will continue to do so when they know their efforts make a difference.

Absolutely 💯 love the idea of “catching them” doing something right and “praising” for those actions with appropriate levels of cash rewards and/or recognition. Nothing fancy, just be consistent in the recognition with everyone in the organization. Remain sensitive to maintaining fairness and balance in your evaluations and make certain that the recognition is delivered on a timely basis!

Providing meaningful feedback and creating a supportive environment where employees can actively contribute to feedback loops enhances the customer journey and empowers team members. Encouraging employees to design and implement feedback mechanisms gives them ownership over their work, fostering a culture of continuous improvement and innovation. This environment values their contributions, motivating them by showing that their insights are crucial for the company's success. It also demonstrates a commitment to their development, making them feel supported and appreciated. Intertwining feedback with company growth and customer journey improvement motivates employees to innovate and strive for excellence. Business is person to person 😎

In order for anyone to get better or improve, they must first have feedback. I see this as a 'coaching moment.' Coaches give feedback to their players on a regular basis and as professionals, we should too. Constructive feedback is essential in growing strong teams and is a good way to teach and guide new team members.

It's very important to have a strengths-based approach to feedback. Find out what your employees strengths are. Not what you see them doing well, but the activities that energize them and make them feel strong. It's not always obvious to the outside observer. Have a strengths-based performance management program, and check in often. It should not be a surprise or a once a year thing, but regular intervals of checking in. Once per week, every other week, or at a minimum, a once per month check in is important.

Providing specific feedback is key. We need to be specific about what behaviours are making the difference and the impact those behaviours are having. For example, instead of saying 'good job' or 'thanks for your report', say 'I really appreciate you getting the report over to me early. The information was well presented and it gave me time to review it before my big meeting'. The same holds true for constructive feedback. Although we should also add the following: 1) ask permission to have the conversation (shows respect) 2) share intention (let's people know your intent is supportive, not hurtful) Too many people receive vague feedback they cannot action on. Be specific in your delivery.

Offering growth opportunities that prioritize personal, physical/mental health, and financial development creates a comprehensive strategy for employee advancement. This approach not only motivates employees but also makes them feel deeply valued within the organization. By creating pathways that allow for improvement both within the company (upward) and in their external lives or communities (outward), employees see a clear connection between their professional growth and broader life goals. This holistic focus on development encourages a more engaged, healthy, and financially secure workforce, which in turn, contributes to a positive organizational culture. Employees are more likely to invest their efforts and loyalty in a company.

Incentivize your employees. Everyone loves to earn more income. Provide opportunities to generate revenue or complete tasks that our revenue-related where they can earn a commission or bonus.

Money is a satisfier, not a motivator. Yes, it's important to have opportunities to earn more income, but know that at a certain point, making more doesn't motivate everyone. Again, find out what they do want. Ask them about their dreams and their most meaningful work. Invest in your people and their own personal dreams, even if they have nothing to do with your business. Because when people feel seen, heard, and valued, and know that even their personal goals matter, they will be so much more willing to work hard and give more discretionary effort to the organization that cares enough to know about them as an individual.

An example of caring about the development of a coachee is to invest in a personal development program that directly improves their current abilities to perform in their assignment but also forces them to the opportunities they have for continued skills development and compensation growth.

The Kolbe Assesment! The best way to empower your people is to help understand themselves and their instinctive strengths! When you know your innate strengths and the strengths of your team members - you empower your people to communicate better, be more productive and leverage their individual and collective strengths to the fullest so they thrive! #KariKnowsKolbe #Embraceyourstrengths

Give people trust. This is far better than reqards and incentives. Give people the trust and freedom to make their own decisions. Do you ever ask somebody to solve a probelm or come up with a solution and then get them to seek your approval at the end? Instead approve the solution before they have thought of the solution. This is called pre-approval. Give them freedom but within guidelines.

Empowering employees with tools, authority, and clear goals fosters decisiveness, demonstrating trust and significantly valuing their contributions. By understanding business objectives deeply, employees can make crucial decisions confidently, enhancing motivation and engagement. This strategic approach accelerates decision-making, instills a strong sense of responsibility and ownership, and promotes a proactive, dynamic workforce. It exemplifies the business owner's confidence in the team, creating a cohesive, supportive environment where each member feels integral and essential to the company's success and shared vision. Be a great team coach and train your team to run the option in various situations 👍🏾

Speak their language Lean in to them Find out their motivators Celebrate the small wins Empower them with knowledge and support their professional development

It all starts with trust. When you show your team and the people on them that you trust them to make decisions, it will naturally empower them. There will be missteps along the way, however, if you are coming together in a collaborative approach and working as a team, the individual contributors will gain knowledge of best practices much quicker and will feel far more engaged with the culture and community as a whole. Which in turn empowers them.

Autonomy, mastery, and purpose are the way to empower your employees. Give them the guidelines and expectations, and them allow them to be creative in the way they find solutions. Allow room for experimentation and innovation. Reward things that may ultimately fail but were really out of the box thinking. Always do a debrief on what worked well, what could be improved, and what was learned. Keep cheering them on and celebrate successes!

It all starts with good communication. Building a positive culture starts with being authentic from the top down. Team members need to be recognised, they need a platform where they can add value. And trust needs to be earned !

To build a positive culture there must be trust, communication and recognition. These are essential in meeting the other factors such as work-life balance, wellness and fun. I personally preach communication on a regular basis. If you don't know, ask. If you want to know, ask. If you are unsure, ask. If you have an idea, bring it to the table. No single person should be expected to know all of the answers which is where teamwork comes into play. When individuals do good work, tell them. Everyone enjoys being recognized for their successes and we do not practice this enough as a society. We are expected to perform a certain way but when we do, it should be acknowledged, after all, we are human.

Building a positive culture in my small business involves open communication, recognition, and appreciation of employees' contributions. Invest in their development, prioritize work-life balance, foster team building, uphold transparency, and celebrate successes. By prioritizing employee well-being and engagement, we create a thriving environment conducive to productivity and long-term success.

Instead of sharing opinions or telling people what to do, instead simply ask questions. In your next one-to-one or your next team meeting, don't tell just ask. It will make a huge difference.

Creating common goals with clear action plans is essential to deliver business and personal objectives for the entire team. Building personal objectives that align with the business needs can foster a sense of purpose and belonging, which is a basic human need.

Be a great listener! Don't worry about needing to have all the answers. People can solve most of their own problems, they just need space and opportunity to do so. Be that safe space for your people.

Dependiendo de la teoría encontrarás diferentes motivadores. Pero además, hay variaciones en la forma en que los priorizamos. Alguien puede estar más motivado por la libertad que por el poder, o por el poder que por lo social. Desde el liderazgo, es fundamental entender cuáles son y cómo prioriza estos motivadores cada miembro de tu equipo. La otra parte del trabajo es darnos cuenta de que nosotros no motivamos a nadie. La gente se motiva sola. Tu contribución como líder (o como padre) es crear ese ambiente adecuado para que la gente pueda encontrar lo que la motiva en su trabajo: a quien le motiva el poder déjalo liderar, a quien lo motiva lo social, permítele organizar los eventos, etc. Pon la tierra y deja que florezcan.

As a small business owner, motivating your employees is crucial for fostering productivity and morale. Show appreciation for their hard work and contributions through verbal recognition, small rewards, or team celebrations. Provide opportunities for growth and development, such as training programs or career advancement opportunities, to keep them engaged and invested in their roles. Foster open communication and listen to their feedback and concerns, making them feel valued and heard. Lead by example, demonstrating enthusiasm, passion, and a positive attitude, to inspire and motivate your team to perform at their best.