Your team isn’t just part of your business; they are the business. They’re the ones juggling deadlines, charming clients, and have their boots on the ground day in and day out. So how do you make sure things are running smoother, faster, and with fewer headaches, I hear you ask? There’s one key thing you need to focus on: how to motivate your employees.
Yes, people are complicated, but there are things you can do to grease the cogs of your machine. To help you, this guide pulls together some of our best thinking on everything from hiring and payroll to performance, culture and pensions.
Hire people who won’t drive you mad
Before you can motivate your employees, you need to hire the right ones. Sounds obvious, but many businesses fall into the trap of panic-hiring or bringing in people who look great on paper but are a terrible fit in real life.
We covered this in Budgeting for new staff, where we break down the true cost of recruitment, not just salaries, but training time, disruption, and the occasional morale hit if the wrong person joins the team.
Quick tips:
- Budget for onboarding time, not just salary
- Think about cultural fit, not just skills
- Don’t settle out of desperation.
Payroll that does more than just pay people
Getting paid on time is a baseline, not a motivator. If you really want to motivate your employees, look at how you’re structuring pay and benefits.
Salary sacrifice schemes are a clever way to offer more without spending more. Electric cars, pension boosts, tax savings, it’s a neat trick that helps both sides win.
Meanwhile, admin might be dull, but it matters. Our article on PAYE payment reference numbers helps make sure you don’t get caught out with HMRC.
Quick tips:
- Consider salary exchange to add value
- Make sure your payroll setup isn’t a liability
- Look at the benefits from your employees’ perspective.
| Would you rather do without the payroll headache? Get in touch with us at [email protected] and we can manage it for you. |
Create a culture that doesn’t suck
If your team’s dragging themselves into work like they’re heading to jury duty, it’s a culture problem. A good workplace culture doesn’t mean beanbags and beer taps, it means people feel heard, supported, and like they’re not just a cog in your machine.
Start with creating a fun workplace that still gets things done. Then look at what’s dragging morale down.
If your staff aren’t pulling their weight, read our blogs on how to avoid frustration with underperforming staff and why homicide isn’t justified. (Spoiler: there are better solutions!)
Quick tips:
- Make feedback a two-way street
- Address underperformance early
- Don’t confuse “culture” with “quirky”
Spot your future stars early
People want to grow, so if you want to motivate your employees, show them a future they can actually get excited about.
That’s what our article on talent management planning is all about. Talent management planning isn’t just for big corporations; it’s about knowing who you’ve got, what they’re capable of, and how to help them level up.
The next manager, team lead, or even your eventual successor might already be in the room. Possibly buried under a pile of emails…you just have to find them!
Quick tips:
- Make time for development, not just delivery
- Identify your high-potential team members
- Don’t wait until people are frustrated to start career conversations.
Offer benefits that actually benefit people
Let’s talk pensions. I know, this is not thrilling, but it is massively important, especially for higher-paid team members who are thinking long-term.
Self-Invested Personal Pensions or SIPPs can offer flexibility and control, and salary exchange schemes (yes, we’re mentioning them again) can improve take-home pay and pension value. Win-win!
Read our blog about How to set up employer contributions to your SIPP to learn more about this, and then check out IKEA’s new pension plan to see how the big players do it.
Quick tips:
- Don’t ignore pensions, they matter more than you think
- Tailor benefits to your actual workforce
- Use salary exchange to make pensions more attractive.
You back your people, they’ll back your business
There’s no secret formula here, but it really is a simple strategy. Motivate your employees by showing you care; offer benefits that mean something, give them a reason to stick around, and don’t make them guess what you actually want from them. If you do this, you’ll soon see a huge difference in how your team performs and how your business follows!
| Need help getting the best out of your team?We work with business owners to get the most out of their people and their processes, without the HR headache. Email [email protected] and let’s talk about what is stopping your growth. |
