Motivating Employees As A Leader

Want to know Google’s secret to employee motivation? It’s so simple, any founder can start using it today: At Google, I’ve seen firsthand how recognition fuels engagement, collaboration, and retention. And surprisingly, it doesn’t take much—just a simple system called Peer Bonus. Here’s how it works: STEP 1 — Nomination Anyone can nominate a colleague for going beyond their core role. STEP 2 — Reward It comes with a small financial reward, but the real power is in public appreciation—managers, teams, and leadership see the impact. STEP 3 — Magic happens A ripple effect starts—when people feel valued, they contribute more. I’ve seen this in action countless times. A Googler helps another team solve a problem outside their immediate scope. Their contribution gets recognized with a peer bonus. Soon, others step up to do the same. Recognition becomes a habit, and collaboration follows. Why this matters (beyond Google): ✔ Motivation thrives on appreciation When people feel valued, they don’t wait to be told to go the extra mile, they just do it. ✔ Recognition builds culture No expensive perks required. Just a commitment to making great work visible. ✔ Startups can do this today No need for a formal system. A quick shoutout at a weekly meeting or a Slack highlight can have the same effect. 3 ways founders can build a culture of recognition: 1 — Start every meeting with a shoutout Take 2 minutes to acknowledge great work from the past week. It sets the tone for a culture of appreciation. 2 — Make recognition public Whether it's a Slack message, an email, or a team-wide announcement, make sure others see and celebrate contributions. 3 — Give specific feedback Don’t just say “Great job!” Be specific: “Avi helped us achieve X by doing Y. The total impact was Z.” Founders: How do you make sure your team feels seen and valued? #LifeAtGoogle

One of the early mistakes of my career was not knowing what delegation meant. Sure I understood the term but the meaning in managing a team was something I didn't know. About 20 years ago, the real estate industry in India started to grow rapidly. It was at this time that we were a small family-operated business. I was keen to grow the business, and in my quest, as we grew, I consulted a number of management experts. The overwhelming advice I received from the gurus was to "Hire competent people, trust them, and let them do the job. Sure, there will be mistakes, but that's to be expected." I did just that, and a few years later, we were in a mess - I was dealing with all sorts of problems. I realised that I had let the professionals act and take decisions without having a proper review mechanism. In hindsight, I realise that what I did wasn't really delegation, but in fact, it was abdication. My learnings: 1. Responsibility of Oversight: Even if delegating tasks, the responsibility to oversee and ensure results rested with me. 2. Need for Review Mechanisms: Proper review mechanisms are essential to course correct along the way before things go out of hand. 3. Do not micromanage: Allow the person to do things their way, but track and review to ensure the end goals are in sight and on track. Telling people how to do things is micro management but delegation allows them to decide how to get the job done. Here are a few suggestions for better delegation: 1. Clear Expectations: Clearly define the goals and expectations for the delegated tasks. 2. Regular Check-ins: Schedule regular check-ins to monitor progress and provide guidance if needed. 3. Feedback Loop: Establish a feedback loop where both parties can communicate openly about challenges and successes. 4. Empowerment with Accountability: Allow subordinates to choose their own path to attain the goal but ensure they understand the accountability attached to their responsibilities. I am lucky to have been able to course correct, implement systems and change the culture in the organization that helped get us where we are today. Today, when something goes wrong, I don't ask "How did that happen?" I ask "how did I LET that happen". The buck stocks with me. Leaders don't abdicate. #Delegation #TeamManagement #Accoubtability #Entrepreneurship

Want people to stick with tough tasks? Turns out, a little psychology beats a bigger paycheck. The study goes back to a TED talk I heard in Vancouver by the CEO of Duolingo He said the single most important nudge to keep people on the task of working a language was: streaks. Now the science: In a series of six studies (with 4,493 participants), researchers tested a surprising idea: people work more when they’re paid less per task—if the incentive rewards consecutive effort. Instead of offering a flat rate, participants were given “streak incentives”—small bonuses that grow as long as tasks are done back-to-back, and reset if there's a break. The result? 💡 People stayed more focused, completed more tasks, and were more committed to their goals—even when the total payoff was lower than with traditional pay schemes. Why? Because streak incentives link past effort to future rewards. They build momentum. They make commitment visible. And here's the kicker: it’s not about the increasing numbers—it’s the consecutiveness that matters. You all know the drill from apps like Duolingo or snapchat. The streaks keep you going. If you’re designing incentive systems—whether in sales, learning, or gig work—this is a game-changer: 👉 Don’t just reward performance. Reward streaks. 👉 Make continuity visible—and valuable. 👉 Help people feel their effort builds. Because sometimes, 1 + 2 + 3 beats 3 + 3 + 3—when it keeps people going. https://lnkd.in/dJdYNuFC

Stop guessing your next move—let a Personal Development Plan guide your progress. A while back, I mentored a professional named Rahul, who felt he was being repeatedly overlooked for promotions. We conducted a competency mapping session and discovered a key gap in his ability to work cross-functionally and lead diverse teams. 🧩 Rather than feeling discouraged, Rahul saw this as an opportunity. We built a Personal Development Plan (PDP) to close those gaps. By enrolling in relevant courses and taking on cross-departmental projects, Rahul not only improved his skills but also earned the promotion he had been aiming for. 👉 What is a Personal Development Plan (PDP)? A PDP is a roadmap for your career growth, detailing the specific skills you need to develop to advance in your role. Here are the Key Sections every PDP should include: 💢Self-Assessment: Identify your current strengths and areas for improvement based on feedback or a competency mapping session. 💢Goal Setting: Set clear, measurable goals for what you want to achieve in your career (e.g., leadership skills, cross-functional collaboration). 💢Action Plan: Outline the steps you’ll take to close the gaps, such as enrolling in courses, seeking mentorship, or participating in projects. 💢Timeline: Assign deadlines to each action item to track your progress and stay on course. 💢Evaluation: Regularly assess your progress through self-reflection or feedback from peers and supervisors. 💡 Key Action Points: ⚜️Use competency mapping to identify specific skill gaps. ⚜️Develop a Personal Development Plan to close those gaps. ⚜️Engage in practical experiences like cross-functional projects or targeted training. Feeling stuck in your career? Start building your personal development plan today and tackle those skill gaps head-on! #CareerDevelopment #SkillGaps #PersonalDevelopmentPlan #LeadershipSkills #CompetencyMapping #ProfessionalGrowth

If you are relying on me to motivate you, I probably don’t want you on my team. *Read that again please… When you lead a team, you cannot possibly be the sole source of motivation. In fact, Daniel Pink’s book “Drive”, unearths some interesting research on intrinsic vs extrinsic motivation for teams. I often speak about the idea of shared leadership. As organizations become flatter and work becomes more knowledge based instead of task-centric, leadership cannot solely be about position. Motivation cannot solely be about the carrot and stick. I’m excited to share some powerful insights inspired by this recent read…ok I listened to it on a recent drive six-hour drive back home. In the pursuit of unlocking your team's full potential, consider the following strategies: 1️⃣ Autonomy: Provide your team members with the freedom to explore and execute their ideas, allowing them to take ownership of their work and approach tasks in their unique way. 2️⃣ Mastery: Foster a culture of continuous learning and development by offering opportunities for skill enhancement and growth. Encourage your team to set personal development goals and support them in achieving these milestones. 3️⃣ Purpose: Connect your team's work to a higher purpose, emphasizing the meaningful impact of their contributions. Help them understand how their efforts align with the larger goals and vision of the organization. By incorporating these principles of autonomy, mastery, and purpose into your leadership approach and team dynamics, you can cultivate an environment where intrinsic motivation thrives, leading to increased engagement, creativity, and overall team satisfaction 🌟💡 #intrinsicmotivation #teamdevelopment #leadershipdevelopment #leadersarereaders #LeadershipDecoded Looking forward to hearing your thoughts and experiences on this transformative journey! 💬💭

One of the greatest privileges a leader has is the ability to elevate those around them. Whether you are the leader of an entire function or just a few people, I believe there is no greater proof point to a leader’s impact than when their teams achieve their greatest potential. For many organizations, Thermo Fisher Scientific included, Q1 is highlighted by annual goal setting. But a priority for us throughout 2024 is to ensure career conversations are bigger than simply checking a box once a year. When I think about actively supporting the careers of my team and our HR function, a few strategies come to mind: - Check in often. Use regular 1:1s to assess progress and pivot where needed so the colleague feels they are continuing to progress toward their aspirations. - Use your tools. Many companies offer robust talent planning resources; use what is available to coach your team along the way. - Invest in your own development. Coaching others is a learned skill so do not assume you are always doing it right. - Champion the wins. Use your voice to shine a light on the success of others, fueling them to maintain the momentum. - Be the matchmaker. Keep an eye open for new projects or stretch opportunities based on the colleague’s aspirations. With ever-competing priorities, we all have room to grow when it comes to actively supporting careers. But when do this well, it is a win for everyone– for our companies, our teams and ourselves. #careerdevelopment #lifeatthermofisher

Eight years ago, I was standing in front of my first sales team as their new leader. I was also battling the familiar chaos of onboarding: learning the numbers, understanding individual quirks, and trying not to let imposter syndrome show. Exciting. Overwhelming. Exhausting. All the typical emotions that come with leading a group of ambitious yet vastly different sales personalities. I decided to take a "layered" approach to motivation because I’d finally accepted a simple truth: Not everyone is driven by the same things. (And it’s often the ones you least expect who surprise you.) Before this breakthrough, I struggled with three things: The Pep Talk Trap: Pouring endless enthusiasm into group meetings, hoping it would ignite everyone equally. (Spoiler: It didn't.) The “One-Size-Fits-All” Rewards: Thinking if one person was excited by a big bonus, everyone else would be too. They weren’t. Misreading Silence: Assuming the quiet ones were unmotivated when, in fact, they needed more personalized encouragement. Here’s what I learned: Motivation isn’t about one grand strategy. It's about knowing what makes each person tick. Let’s break this down. For some, numbers speak. They crave being challenged with new targets or hitting top-quartile performances. Others? Recognition fuels them. A shoutout in a team meeting means more than any cash prize. Then there are those who value learning. Offer to sponsor a sales workshop, and you’ve got their full engagement. When I learned to meet people where they were (instead of where I thought they should be), things changed. Our numbers improved. Our meetings became more dynamic. And crucially, our culture of success and camaraderie started to stick. Leading a team isn’t easy. But understanding what drives them—individually—is the secret sauce. How do you motivate your team to reach ambitious goals? #motivation #mindset #performance #team #leadership #sales

Motivation doesn’t disappear overnight, it fades quietly. And if you don’t address it early, it spreads. At first, you see it in the little things: 🟠 Less initiative 🟠 Missed deadlines 🟠 Emotional withdrawal 🟠 Disengagement from team dynamics But soon it spreads to the team, to the quality of work, and ultimately to your culture. So what do you do when motivation drops? Here’s what NOT to do: ❌ Don’t wait until the next performance review ❌ Don’t assume “they’ll bounce back” on their own ❌ Don’t focus only on results Instead, step in early and lead like a coach. 1️⃣ 𝐂𝐡𝐞𝐜𝐤 𝐢𝐧 𝐞𝐚𝐫𝐥𝐲, 𝐫𝐞𝐠𝐮𝐥𝐚𝐫𝐥𝐲, 𝐚𝐧𝐝 𝐢𝐧𝐟𝐨𝐫𝐦𝐚𝐥𝐥𝐲 Motivation issues often hide behind silence. ✅ Make time for short, open-ended 1:1s. ✅ Ask questions like: → How are things feeling for you right now? → What’s been energising you lately? What’s been draining you? → Is anything blocking you from doing your best work? ✅ Listening with curiosity is your best diagnostic tool. 2️⃣ 𝐂𝐥𝐚𝐫𝐢𝐟𝐲 𝐞𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬 & 𝐫𝐞𝐜𝐨𝐧𝐧𝐞𝐜𝐭 𝐭𝐨 𝐩𝐮𝐫𝐩𝐨𝐬𝐞 Low motivation often comes from confusion or disconnection. ✅ Remind your team member: → What they’re responsible for → Why their role matters → How their work fits into the bigger picture Recognition helps too. Not just for results, but for effort, ideas, and attitude. Sometimes a simple “what you did really helped us move forward” makes a big difference. 3️⃣ 𝐂𝐨-𝐜𝐫𝐞𝐚𝐭𝐞 𝐚 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐩𝐥𝐚𝐧 If motivation is dipping, help your team member find a new sense of direction. ✅ Ask: → What do you want to grow into this year? → What skills do you want to sharpen? → What project would stretch or excite you? ✅ Then map it out together. Add structure. Make it real. This turns passivity into progress. 4️⃣ 𝐅𝐨𝐥𝐥𝐨𝐰 𝐮𝐩 — 𝐚𝐧𝐝 𝐝𝐨𝐧’𝐭 𝐥𝐞𝐭 𝐠𝐨! Motivation recovery isn’t instant. ✅ Track progress. Stay connected. ✅ Keep the conversation open. ✅ If the issue persists and starts impacting the team, don’t avoid it → escalate responsibly. But in most cases, what people need is to feel seen, supported, and reconnected. Motivation is not a fixed trait. It’s a signal. And like any signal, it can guide you, if you’re listening 😉 . -- I’m Anne Caron and I help founders and leaders scale their team without losing their soul. I share real-world insights on people strategy, leadership, and building organisations that actually work, for both the business and the humans in it! 👉 Follow me for practical, experience-backed content on scaling consciously, leading intentionally, and building the culture you want from day one. #Leadership #PeopleManagement #Motivation #TeamPerformance #PeopleStrategy #ManagerExcellence #FromZeroTo1000

Most offsites are a waste of time. Not because they shouldn’t happen. Not because they don't bring moments of fun and joy. But because they’re designed poorly. Mostly because leaders treat offsites as a formality instead of an opportunity. And it shows. Early in my career, I was lucky to have worked in leadership development: learning about designing experiences, facilitating workshops, and guiding tough conversations. Later, leading teams and scaling businesses, I saw what separated offsites that truly drive impact from those that just go through the motions. 𝗔 𝗴𝗿𝗲𝗮𝘁 𝗼𝗳𝗳𝘀𝗶𝘁𝗲 𝗱𝗼𝗲𝘀 𝗼𝗻𝗲 𝘁𝗵𝗶𝗻𝗴 𝘄𝗲𝗹𝗹: It creates clarity. Clarity on progress, priorities, and decisions, so teams leave more aligned, not more confused. --- Now, what tends to happen most often? Business leaders book a fancy venue, fly out or travel everyone onsite, and then spend two days doing… well, meetings and presentations to each other with nicer coffee (at best). Fact is... Q1 is ending. If you’re running an offsite, make it count. 𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗡𝗢𝗧 𝘁𝗼 𝗱𝗼: ❌ Endless PPT updates with info already known ❌ Surface-level wins, without real debrief ❌ Shy away from real, uncomfortable conversations ❌ Talking “vision” without clear execution ❌ Inside-out only agenda (no customers involved) 𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗧𝗢 𝗱𝗼 𝗶𝗻𝘀𝘁𝗲𝗮𝗱: ✔ Design the day around a clear outcome ✔ Structure for engagement, not exhaustion ✔ Prioritize clarity: progress, priorities & productivity ✔ Focus on cross-team alignment and sync ✔ Design bonding sessions with clear intent ✔ Bring external insights (market, customers, etc) ✔ Make strategy a conversation, not a presentation A well-run offsite isn’t just a nice-to-have, it’s a leverage point. When done right, the ROI is months of faster execution, better decisions, and fewer misalignments. And if you can’t deliver it yourself? Invest in people who can. It’s worth it. #Leadership #Strategy #Offsites #TeamAlignment --- I’m Hugo Pereira, co-founder of Ritmoo and fractional growth operator. I’ve led businesses from €1M to €100M+ while building purpose-driven, resilient teams. Follow me for insights on growth, leadership, and teamwork. My book, Teamwork Transformed, launches early 2025.

How important is setting up the vision and mission for your startups? That depends on 𝗵𝗼𝘄 𝘆𝗼𝘂 𝘂𝘀𝗲 𝘁𝗵𝗲𝗺. If it's simply for the sake of putting up something fancy or if it's not sufficiently thought through, then it wouldn't work. There is more than one way to do this well, but I'd usually advise founders to start by spending more time on the vision first. This is where #founders usually get stuck since they've been more focused on their immediate features, go-to-market, and product-market fit—all essential elements, no doubt. However, an effective vision lays the foundation for your startup's journey. It should vividly articulate what the world will look like in 5 years when you've succeeded. Avoid fluff and buzzwords; instead, be clear and concrete in your choice of words. Once you've nailed the vision, your mission statement should come easily. It should consist of the what, where, why, and how you will get to your vision. ❗ Here's the trick to getting to an effective mission statement: Every single word should be underpinned by a strong logic or reasoning as to why you've included them. Once you've nailed both your vision and mission, your top priorities should flow easily including your key metrics, business plan, product roadmap, and more. ❗ Here's another tip: The work shouldn't stop there. Continuously evaluate your progress against the vision and mission. Adapt and refine as needed. Are you using vision and mission the right way for your #startup?