When the going gets tough, the tough get going… If motivated.

Nowadays working in a startup could be considered a choice for overachievers. Startups are known to be hectic environments, and stress is a given. So much coffee is consumed every day that it would probably be more efficient to administer it intravenously. Everyone chasing the same dream that things will be quicker and easier than before. Nice idea, right?

Jokes aside, we are still talking about human beings, not machines. Thus, mistakes will happen and sometimes people need more time to get things done. Why? An oft overlooked factor is motivation. A prudent employer should never take it for granted. Let’s dive more into motivation in the context of startups.

Ineffective communication can be a major drag on the motivation of the team. Knowing what is going on in the team, who is responsible for what, and when clients expect work to be delivered is important in order to manage the workflow and so that employees can see a clear connection between their day-to-day activities and a bigger common goal. If communication breaks down for an extended period of time, this may manifest itself in the form of less motivated employees and higher staff turnover. We all have our limits, and if somebody is discouraged over a long period of time, it is likely to affect both the quality of their work and their psychological well-being.

Good communication is also directly linked to another important concept: accountability. The founders of startups are often described as being visionary, creative people with an ambitious vision. Creative thinking is great, but for every Steve Jobs who can see the big picture, there needs to be a Steve Wozniak, who understands how to execute on a practical level. Managers who are overly focused on macro-level goals have a tendency to say things like “make it happen”, without considering whether employees are equipped with the resources necessary to complete the task. Ultimately, a team member can only be accountable for a project if they have the resources and authority necessary to implement it. Muddled lines of accountability ultimately cause frustration, which will dampen motivation in the team.

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This directly links to another common issue: lack of transparency. On the one hand, employees need to feel that they can freely express themselves if they think something is not working properly. If people are afraid to speak their mind, nothing is channelled to the management and some useful feedback and potentially great ideas are lost. On the other hand, if leaders are not transparent with the team, this can sow distrust and alienation among employees.

There are also some little things that can make a big difference to your team’s motivation. Start-ups often have a limited budget, but one thing you shouldn’t skimp on and must be free, is coffee. Having to pay for your own coffee when you are already giving more than 100% of your time to your company breeds a level of resentment far greater than the monetary value involved. If you want to give your employees’ motivation an extra boost, free lunch every now and then has been shown to have a positive effect. These are small symbolic ways to show employees that they are valued and that your relationship with them is not solely transactional.

Finally, let’s not forget something that is completely free: a good laugh. It’s amazing how a good joke can lift your spirits and build a sense of belonging in the group.

Start-ups are high-pressure environments, with long hours and modest salaries. Thus, there are no magic solutions to ensure your team is always motivated. It’s a rather slow — but rewarding — process of showing appreciation, building confidence and promoting a communicative environment. Even though we strive for excellence at THE RELEVANCE HOUSE, we never forget that the human factor is essential for the success of a company.

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Photo credits:

Photo by Alex Radelich on Unsplash
‍Photo by Moose Photos on Pexels