Last Updated on September 22, 2020 by Guest
As a business owner, I enjoy the process of an idea turning into something tangible. It’s one of the reasons I became a business owner in the first place.
For many years I worked in my business, but after years of wearing all the hats, it became apparent to me that in order for me to grow and achieve the business goals I had to hire a team.
What I love most about having a team is knowing that I have a group of people around me that do what they love, which in return helps me to focus on the things I love to do. This way, everyone can stay in their superpower.
Aside from my team members being happy in their positions, they also have other needs. In this article, I am going to share with you my take on what team members need from business leaders in order to deliver and work to the best of their ability.
Share your vision:
As a business leader, it is your duty to sketch and communicate a clear company vision. I strongly believe that one of the main reasons team members go off track and stray is because they are unclear about where the company is going.
This uncertainty or vagueness leaves them feeling lost and unsure. It’s not enough just sharing your vision once. What you want to do is share it so often that it gets ingrained into your team’s mind. That way, they will always know where it is they are going and what they’re doing it for.
Whether you’re aware of it or not, as a business leader, your state of being influences and affects your team. Have you ever been in a situation where someone in a thrilled, enthusiastic, upbeat state said to you: “Come, come, come with me, come see!”
They walk off and without even thinking you blindly follow that person?
I’m sure you have, but why? Why would you blindly follow someone without even knowing where it is you are going or what it is you’re going to see. It all comes down to their enthusiasm. It’s so contagious. If you’re able to communicate your vision enthusiastically, your team is sure to follow.
Set clear, specific goals:
It’s one thing having an awesome vision, and in your mind, you might know how to get there, but your team can’t read your thoughts. That is why it is so important to break your vision down and create clear, specific goals for each team member to follow.
You can even make this a group effort. Being part of the development will make your team feel like they’re part of something greater. In addition, many people are driven by significance and need to feel included.
By involving your team in the development process, you will instantly satisfy this basic human need. At the end of the day, clarity equals power. So when your team is clear on what they need to do, they will be in their power.
Pay your team members according to their worth:
Did you know that 26% of engaged team members say that they would leave their current job for just a 5% increase in salary? It just goes to show that people are willing to leave for a small increase in pay.
Great team members are hard to come by. Therefore, when you find someone that ticks all the boxes, don’t risk losing them because you’re underpaying them.
Provide learning and development
It’s been proven that a big reason for unhappiness in people is the lack of progress. No one likes to stand still. That is why it is so important to provide coaching, training, and promotions for your team members. In addition to them becoming more valuable to the company, the growth itself will ensure their happiness, and who doesn’t want a happy team?
Meet and work with Arnon Barnes live? For more information on events or coaching, contact his office via [email protected] and check out his website www.arnonbarnes.com. Arnon started his first business at age 11 and built and sold his first multi-million euro company by the age of 28!
In the past 5 years, Arnon has personally trained and coached more than 90 000 people from well over 65 different countries from all over the world!
He is an explosive international speaker, author, investor, and one of Europe’s leading and most exciting business mentors.