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10 Different Ways To Propel Your Employees Through Times Of Quick Growth

10 Different Ways To Propel Your Employees Through Times Of Quick Growth


A majority of small and medium business owners are focused on growing their businesses. But amidst all the on-boarding, tool implementation, delegation of responsibilities, making changes and updating processes, it’s easy to fall out of tune with your staff. While you’re focused on the future, your team is focused on the ‘now.’

Your goal should be to help employees meet and achieve their goals so that they can feel motivated to promote your business to achieve its goals.


Here are ten strategies to keep your employees motivated and engaged:


1. Dispense Appropriate Tools to Complete the Job

According to a study conducted by Gallup, the most significant indication of job satisfaction and job stress was whether an employee has the necessary tools to complete their job well. The right tool can streamline tasks and reduce the time spent on non-role specific tasks like answering emails, tracking information, internal collaboration, etc.

Even if the tool is provided and it’s outdated, productivity will still be hindered, leading to frustrated employees who are content with merely getting the job ‘done.’ Managers must assess the needs of their team and alleviate inefficiencies wherever possible.


2. Explain How their Position is Connected to the Mission of the Company

Employees like to feel connected to the company’s purpose and mission. But it’s easy to lose sight of their respective role while being caught up in the daily workings of the business.

As a manager, it is your responsibility to demonstrate how each employee’s role fulfills a higher purpose. Seek out “big wins”, “mission moments”, “little wins”, etc. Share these in a community forum, internal newsletter and or at team meetings.


3. Provide Opportunities for Advancement

People leave their place of employment for many reasons such as sick pay and benefits, job fit, issues with management, company culture, etc. However, the most cited reason for a frequent job change is not having opportunities for growth.

As a manager, you need to motivate team members by providing a clear road towards development and promotion. Outline the steps they need to take to head up in their respective role. Provide ongoing feedback on their progress.


4. Acknowledge Achievements

Constructive criticism helps us learn from mistakes, but recognition for good work provides encouragement and raises one’s performance bar for future growth. Praise helps an employee feel like their contribution matters. The most meaningful type of recognition is sought from senior leadership and managers, but feedback from peers also matters.

The immediacy and specificity of the praise as well as how the medium is crucial. Some ways of providing approval include face-to-face recognition, free emails, shout-outs in an internal newsletter or recognition at group meetings.


5. Create Peer Accountability

How often do you set goals for yourself only to leave them unchecked? It’s harder to deprioritize when our promise concerns someone else. According to accountability studies, when you commit towards a goal for someone else, there is a 65% chance of achieving it. When there is recurring check-ins built-in (i.e. progress reports), the likelihood jumps to 95%. This means you can use peer accountability to motivate individual employees and set high standards for improving productivity.


6. Define Company Culture and Build a Community Accordingly

Employees spend a considerable amount of time at work. So imagine if your company culture was poor. You would have a high employee turnover rate. After a lack of opportunities, poor company culture is the next reason why people frequently change their jobs.

To circumvent this issue, perform a culture-fit assessment while hiring employees. This will help you determine which candidates embody the company’s ideas and promote the success of the team. You also need to cultivate an environment that is defined in the company culture so that employees always feel supported and connected. Host regular team-building activities and events outside of office hours to encourage bonding and friendships.


7. Promote Transparency

To build trust and increase employee engagement, be transparent about company decisions as they occur, i.e. change initiatives, growth goals, strategy shifts, etc. Also, acknowledge things you might not know. Let your team ask you questions and provide feedback. This builds an open-door policy which encourages motivation and commitment to the business.


8. Follow the 80:20 Rule

Overworking your team will lead to discontent, stress and high turnover. It also leads to errors, decreased value and costs companies lots of money and time. To prevent this from occurring, follow the 80:20 rule. This is 80% utilization and 20% slack. The latter helps to buffer for unforeseen changes and miscalculations.


9. Request and Respond to Feedback

This is an excellent way to determine how your team feels about their work environment. A survey can help you decide:

If their opinion matter?

If their leadership is communicating effectively with the entire company?

If they feel their role matters?

You can seek answers to such questions by providing surveys or conducting an internal review.


10. Lead by Example

This is one of the best ways to motivate your team. Your tone affects employees’ work ethics, company culture and the energy and vibe of the office. Being enthusiastic about your role, tackling challenges head-on and embodying company values help you set the best example.

Need more tips on how to encourage employees towards company growth? Contact ViduPM.