Figuring out how to engage and motivate your employees is arguably the most challenging aspect of being a business owner and manager. It’s easy to fall into the trap of thinking that they’re just “lazy,” but you’ve likely taught them to be lazy by withholding the one thing that actually drives motivation: ownership.

Prior to starting your business or assuming a leadership role, you were probably used to being an overachieving individual contributor and absolutely crushing it. Now, you have a team, but that innate desire you have to do things the “right” way (your way) is still ingrained in you, which causes you to constantly step in and take over tasks from your staff. [My previous business partner used to spend half her day constantly checking our employees’ inboxes to make sure they didn’t forget to do something – crazy!]

Though you’re giving yourself the peace of mind of getting things done correctly (short- term win), you’re teaching your staff that they don’t really need to learn how to perform their tasks properly because you will always take care of it for them (long-term loss).

You are the only one who can give your staff the ownership and accountability they need to be fully engaged and motivated. The process of “letting go” in order to be able to do this isn’t easy, but there are three key points to consider when making this shift:

1) Manage your expectations: what motivates you will never motivate your employees

The hard truth here is that your employees will never work as hard as you do. Why? Because it’s your business, your dream, your reputation, and your livelihood at stake. This doesn’t mean your team doesn’t care or isn’t dedicated. It just means that you have to figure out what’s at stake for them and then match your expectations accordingly.

When you accept that your employees have different motivations than you, you free both yourself and your team from arbitrary expectations that will always leave you disappointed. It allows you to set achievable goals that align with their roles and career aspirations, and that still allow you to grow your business or produce the results you want.

2) Be curious: Ask them what they want to learn about; don’t assume they don’t care

One of the best ways to motivate your employees is by engaging with them to understand their interests and professional goals. You probably conduct standard performance reviews with them, but these are formal and often don’t create the right space or environment for employees to share what they really want. Set aside some time with each employee where you can be truly present, lean in, and be curious about what they want to learn.

Then, actually follow-up and provide them with the opportunities they’re seeking. When you start aligning tasks with what excites your employees, you’ll see a remarkable change. They’ll be more invested in their work, bringing creativity and enthusiasm that can lead to innovative solutions and improvements. This may take time, though, as it requires a shift from a directive style of management to a more collaborative and mentorship-driven approach.

This strategy not only shows that you value their development but also breeds a culture of continuous learning and growth. This culture can lead to tremendous results both for your employees’ productivity and for your business’ growth.

3) Play to their (and your) strengths: Allow everyone to maximize their unique potential

The final piece of the puzzle is understanding both your strengths and those of your employees. This isn’t just about skill sets; it’s about recognizing the unique contributions each person can make. When employees are assigned tasks that play to their strengths, they are more likely to excel and feel a sense of accomplishment and satisfaction.

As a leader, your role is to identify these strengths and delegate accordingly. This doesn’t mean you should never challenge your employees with tasks outside their comfort zone. However, the core of their responsibilities should align with what they do best. This strategy not only optimizes productivity but also contributes to a more positive and fulfilling work environment.

Capitalizing on strengths requires a shift in perspective. It’s about seeing your employees not just as workers who need to complete tasks but as individuals with unique abilities that can collectively drive the success of your business. It also means looking at yourself as a guide rather than a “fixer.” You’re the owner/leader because you have the vision to grow this business or team, which means you must double down on that strength so that your business can truly thrive.

In summary: To motivate your employees, you have to let go to “let grow”

The journey from a hands-on business owner or manager to an empowering leader is not an easy one. It requires a willingness to let go of some control and trust your team. This trust is built on understanding, engagement, and a strategy that plays to everyone’s strengths.

By making this mindset shift, you not only enhance the motivation and productivity of your team but also create a more dynamic, innovative, and enjoyable workplace. Remember, the strength of your business lies not just in your hands but in the hands of those you choose to empower.

“Where do I even begin?”

If you’re struggling to make this shift and want to learn more about how coaching can help, send me an email at [email protected] or click the button below to set up a call, where we’ll discuss how we can partner together.