The managers most important role is to inspire teams to achieve great things. Without this mediocre performance and productivity is evidenced which of course leads to mediocre profitability. 

One of the challenges I hear regularly from Managers is that they have little time as they have their own job/goals to achieve also. Whilst this point is taken, making little effort or no effort to inspire and support your team to achieve will greater the burden on the Manager. 

So how can a manager motivate, encourage, and empower their employees to reach their full potential whilst staying on track with their own goals? It’s not always easy, but it’s definitely worth the effort. The crucial point is to be organised, and ensure you do something regularly to contribute to achieving your teams’ goals. I explore some practical tips and strategies for inspiring your team to achieve. 

1. Set Clear Goals and Expectations 

One of the most important things you can do as a manager is to set clear goals and expectations for your team. When your employees know what they’re working towards – and what’s expected of them – they’re much more likely to be motivated and engaged. Take the time to sit down with each team member and discuss what they need to achieve, how they’ll achieve it, and what success looks like. Be specific, and make sure everyone is on the same page. Review the goals regular to ensure they remain relevant as change happens in business! Ensure regular 1-2-1’s are in the diary so that there is opportunity to build trusting relationships and review status on goals. 

2. Provide Regular Feedback and Recognition 

Another key to inspiring your team is to provide regular feedback and recognition. Let your employees know when they’ve done something well, and offer constructive criticism when there’s room for improvement. When you recognize and reward great work, you’re showing your employees that their efforts are valued and appreciated. This, in turn, motivates them to keep doing their best. Be ready to have difficult conversations when improvement feedback requires to be given – most of all, don’t avoid the discussion. 

3. Foster a Positive Work Environment 

Employees spend a lot of time at work, so it’s important to create a positive environment where they feel comfortable, understood, supported, and motivated. Encourage open communication, positive attitudes, and a culture of collaboration. Celebrate successes together, and help your employees grow and develop their skills. When your team members feel like they’re part of something bigger than themselves, they’ll be more inspired to achieve great things. Regular weekly meetings to review the team’s success, the challenges for the coming week and how the team can support each other is a great way to collaborate – along with activities such as charitable responsibility initiatives. 

4. Lead by Example 

A Manager is the role model for the team. If you want your employees to be inspired and motivated, you need to lead by example. Show up on time, demonstrate the values of the organisation, work hard, and have a positive attitude. Treat your employees with respect and kindness and show that you care about their success. When your team sees that you’re invested in their growth, they’ll be more likely to follow your lead. Whilst this can be achieved on one level, many Managers find themselves under pressure from senior leaders and board members who perhaps don’t lead by example and then of course find themselves “stuck in the middle” trying to protect their team whilst trying to manage upwards – very difficult to navigate. 

5. Empower Your Team 

Finally, one of the best ways to inspire your team is to empower them. Give your employees the tools, resources, and support they need to succeed. Encourage them to take risks and if there is failure – learn rather than discipline; make their own decisions and solve problems on their own. When you show your employees that you trust them and believe in their abilities, they’ll be more likely to rise to the challenge. 

In summary…. 

Inspiring your team to achieve great things takes effort, but it’s definitely achievable. By setting clear goals and expectations, providing regular feedback and recognition, fostering a positive work environment, leading by example, and empowering your team, you can motivate and inspire your employees to reach their full potential. Remember, the best teams are those that are united, focused, and motivated towards a common goal. As a manager, it’s your job to create that kind of team culture and steer your team towards success – however it is also equally recognised it is a difficult balance to achieve with the many pressures experienced by managers. 

Serena Bower (MCIPD) 

Bower HR Consultancy Ltd 

April 2023 

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Although we remain in the eye of the storm of the pandemic, with cavalry on its way with the vaccine, companies still face a torrid time to stay afloat, but equally do their best to look to the future. 

Key to that success and having an edge in terms of competition will be the Employee Value Proposition. The reason why staff work for you; feel empowered and motivated in the work environment to remain with you and above all give their loyalty to you. 

Therefore, it is vital that you can acknowledge the staff which you have and the skills they have to be able to develop and grow them within the company. 

However, our skills continually change through external and internal experiences. Through the learning we experience every day directly e.g training courses and indirectly e.g observing others. Equally the products, services and the business changes as time evolves – many have had to pivot their offering as the pandemic has turned the business completely upside down. 

To understand that you still have the right skills in the business for the future, and you understand the developing and changing skills of your employees, it is crucial that a regular skills audit occurs. Here we provide an approach to doing this: 

1. What is Current and Future Company Strategy and Plan The initial step is to be clear of your products or services and your future strategy around them. Is there a need to change or improve how the product or service is being produced or undertaken? If so, what are the timescales? Are you diversifying the business into new products of services, again what are the timescales? 

2. What are the Skills, Values and Experience Required to Support the Future plan Identify and record the skills, values and knowledge you require to support the future plan. What are the unique skills required – particularly when there is a need to transition to a new product or improved way of working. What levels of experience do you require – can this open up opportunities for apprenticeships and future succession planning of key roles. Have you defined the values of the business? 

3. Identify the Gaps 

A great way to identify the gaps is draw up a skills gap matrix – It does not need to be whizzy, even a basic spreadsheet will suffice. It will allow you to plot where people are in terms of their skills, experience and whether they show they are or can demonstrate the core values of the business. However, do ensure that you understand the skills of that individual. Take account of recent training, 1-2-1 discussions to ensure information is up to date. 

4. Closing the Gap 

Linked back to the Employee Value Proposition, this is where the skills gap analysis comes alive. Closing the gap does not mean an all-scale change programme with redundancies giving way to disengagement and anxiety within staff. 

However, it provides a company the opportunity to identify key people in the business and begin to have concrete plans of succession planning with the upskilling of employees. It provides the route to a strategic training plan to develop staff. It provides the opportunity for career and learning development, to establish and embed the values of the business – all are positive ways to preserve motivation and employee engagement. 

A skills gap analysis cannot be seen as a paper-based exercise. It has purpose, it can be a powerful tool towards creating loyalty and improved productivity. 

Contact us here at Bower HR, where we can support you through a skills gap analysis exercise and to assist you to enable it to be at the heart of your campaign for future growth and competitive distinction. 

Written by Serena Bower (MCIPD) 

Bower HR Consultancy 

February 2021 

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The post Frequently Asked Questions appeared first on Bower HR.

New and small, growing businesses must make money quickly. Any funding or investment that they have needs to be justified when spent. The cost:income ratio is paramount to the success of the business.

New and small, growing businesses need to know how much they are making in the coming week, next week, next month, next 90 days to understand whether it will stay afloat and viable as cashflow is king and so many businesses fail in the first 12 months.

A business will only spend money on services that are deemed immediately critical to the business; accountancy and insurance, for example. In many cases HR is not considered service critical, particularly when an expensive, retained package is offered. Business owners will revert to copying and pasting documents from the internet – make do with the limited knowledge that they have. Why do that? If I have a leaky tap, I would call a plumber. I would not attempt to try and fix it, resulting in making the matter worse with more cost – and gosh I would make it worse!

When things go wrong with people issues, it does go drastically wrong. A great quote from a business connection of mine: “If in trouble or in doubt run in circles scream and shout…”

This is when HR does become critical but quite often it is too late. How much risk will you take with your company? This risk could then result in a most unwanted cost – costs incurred to battle legal action through an employment tribunal and possible fine.

Prevention

As you prepare to take on staff or have staff, bringing onboard an HR specialist in an outsourced capacity early will provide your company immediately with a strong reputation as a professional employer. People are your greatest asset and are intrinsic to the success of your company and its growth – it is vital therefore that you can demonstrate that you value them as members of staff through good policies and HR support.

HR specialists can guide you, or your supervisors and managers in the conversations required to address people issues and to provide empathetic but fair results.

HR specialists can give you the protection you need through their knowledge and experience when dealing with the complexities of Employment Law ensuring you remain compliant.

Value – What is it you need Now?

But let’s focus on the value and assess exactly what you need now. You are a new or small, growing business and your availability of funds is incredibly tight, but you know you need to comply with legal requirements as you have or will have staff. So, what do you need? You need mandatory contracts and policies through an employee handbook, and you need someone to call and ask for advice. That’s it!

As the Company Grows

As you grow as a business, your staff base becomes larger. As people are core to the company you may consider that you need broader requirements from an HR service e.g. job design; recruitment; onboarding; managing of increasing people issues etc, this is where a retained package is a more suitable option. But beware – some outsourced HR providers increase their monthly retained fee as your staff numbers increase.

Why Choose Bower HR?

The focus here at Bower HR is new and small, growing businesses initially, and that we support them as they grow. That is why we offer a basic package which exactly matches what a new or small, growing
business needs; all for the affordable price of a “cup of tea a day”.

This service provides:

• Contracts tailored for the company.
• Employee handbook suitable for size of company.
• HR helpline – available through all modes of communication e.g. WhatsApp; Facetime; Skype; phone and email etc.
• Monthly calls and updates on emerging legal aspects and new developments.

If you need action beyond the helpline you just pay for what you use at an agreed, competitive rate.

So, don’t be persuaded to tie yourself into long-term expensive retained monthly agreements – when it’s not what you need. Sign up for the HR helpline provided by Bower HR Consultancy and know that you
have the value of professional and appropriate HR support.

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