Top Tips: How To Inspire Your Staff

Change Curve

Now that we are recovering from the recession, more top level workers are leaving their positions to move onto greener pastures. But why do staff decide to quit their jobs? Studies have discovered that if businesses do not go that extra mile to reward and stimulate workers then the company will suffer from a high turnover. Motivated staff are a business’s best tool, improving your company in the long term. We’ve got some ideas for what you can do to change your business culture, inspiring your staff to do better.

Change Management

If you work in an ever-changing business, like marketing, you will encounter constant changes. Before you roll your eyes at the corny name, ‘change management’ is actually an incredibly useful way to motivate your staff. The practice is all about supporting the people that work for you when the business goes through a large overhaul, for example, when teams are restructured or the location of your business is moved. This ensures that you create an inclusive workplace, dispelling fears and unhappiness.

‘Change management’ holds five core beliefs:

  1. People are individuals, therefore they react to change in different ways
  2. Everyone has important needs that have to be met
  3. Change often involves workers experiencing a feeling of ‘loss’
  4. Expectations need to be managed in a realistic manner
  5. Fears have to be dealt with honestly

A strategy is key in change management and it’s important to plan out how you are going to communicate the changes. If you would like to read up more about change management, take a look at this website, a Human Resources database.

Change Curve

[Image of Change Curve[1] diagram copyrighted by larry_odebrecht via Flickr]

Christmas Parties

Christmas office parties are the best way to bond the team together, because, let’s be frank, employees won’t feel truly at ease until they see the Creative Director doing the ‘funky chicken’. Office parties can be a pain to organise yourself and the night can easily be a downfall. The best thing to do is hand it over to an events organiser, like this one, to ensure that you get the best evening. This alleviates some of the pressure so that you can concentrate on schmoozing. Just make sure not to embarrass yourself too much!

Fair Rewards: Promotions & Incentives

Rewarding your staff for their hard work is important as it drives them to innovate and exceed in their work. If you openly congratulate people for their effort, you will see a big change in your organisation. Healthy competition is important so giving prizes and creating a quarterly or yearly awards event will spur people on to take pride in their work.

Promotion is also a big part of rewarding your staff, and for good reason. If employees do not see any potential career progression, they will quickly leave the organisation. When implementing promotions, consider:

–        How long has someone been without a promotion?

–        If they haven’t been promoted in a long time, is there anything that they need to do to move through the ranks?

–        How can you support them in their career progression?

Giving someone a raise should be approached with caution. If you promote an individual because they have been at the company for a long time but aren’t deserving of it, bear in mind that the staff around them will feel demotivated. Furthermore, don’t forget about the workers who knuckle down and don’t ask to be promoted – you may be missing out on a silent star if you are not proactive in realising their potential.


[Image of Business People Clapping is copyrighted by TraderGroup Signal via Flickr]

[1] ‘The Change Curve model describes the four stages most people go through as they adjust to change’ (The Change Curve via Mind Tools)