Motivate your team
Your culture dictates your company’s strength. A bad, unmotivated, culture will push your people to leave. It’ll bleed out into your brand and customer service. Everything will feel disconnected and disorganized. And mistakes will begin to fall through the cracks, either because your people don’t care or are too overworked.
This is what happens when your culture doesn’t follow the values you want to see. When you have conflicted attitudes towards your work, you create an environment where stress builds, people argue over decisions, and nobody cares if you succeed.
So if you want to motivate your team, you need consistent values that everybody follows. Consistent cultures feel welcome. A welcoming culture makes employees happy. And happy employees care about your brand and customers.
Set the standards in stone
Strong cultures always have a north star to aim towards. A set of principles, values, and beliefs that everyone can follow. Without that, your people will just feel aimless. So you need to sort out those foundations first. What do you stand for? What’s your personality? How do you want people to behave?
Those core principles are what guide different people to the same decision. If two people are given a choice, they should both be able to run that choice through your principles and arrive at the same answer. That consistency will motivate your people. It gives them a clear target to work towards, knowing that they’re making the right choices.
But to do that, you need the systems in place to make sure people follow through on your vision. You need practical checklists and guidelines, as well as initiatives that reflect your values. You need to showcase your principles in everything you do.
It starts with you
You need to live your values as much as your team. So they need to be genuine. And they need to live through everything you do. You might claim to be a healthy company, but if your vending machines are full of sweets it’ll undermine your culture.
So what’s aspirational and what’s already true? We’ll audit your assumptions and figure it out.
- Learn your current situation. We interview your teams and see what they think your culture is right now. What do they like? What could improve? What’s the real situation?
- Define your ideal culture. We work with you to decide exactly what you want your culture to be. And how much does that differ from what people think the culture is at the moment?
- Create the plan to change. We come up with exactly how you’ll roll this out across all your teams.
- Lead by example. We teach you to live your own values first and then create the materials and systems to give your teams.
- Check in regularly. We set up how you’re going to make sure that the culture is changing, what’s working and how to keep moving closer to your goal.
Have you got the right goal?
The way you treat your people is intertwined with how you treat your customers. So have you considered:
How are you keeping customers loyal? If your customer experience is genuine and friendly, you’ll naturally encourage your people to act the same way internally as well.
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How do you stand out from your competitors? Your public brand should reflect your internal culture. Not only to bring in new customers, but to attract the right talent to you, rather than your competition.
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How do you streamline your work? How can you build your values into your processes and workflow to make sure that even the automated parts are following your vision?
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