Develop Morale and Esprit De Corps

Morale is the mental, emotional, and spiritual state of a person. Almost everything you do will have an impact on your organization. You should always be aware how your actions and decisions might affect it. Esprit de corps means team spirit – it is defined as the spirit of the organization or collective body (in French it literally means “spirit of the body”). It is the consciousness of the organization that allows the people within it to identify with and feel a part of. Is your workplace a place where people cannot wait to get away from; or is it a place that people enjoy spending a part of their lives.

Make People Feel Valued

Hopefully your staff are performing well and helping drive your business forward. In that case, you should be letting them know how much you value them on regular basis. Whether you tell them or buy them a slice of cake both work equally well. It shows you have thought of them. Then if your staff enjoy socializing with you as much as working with you, then you are doing something right. Thus incentive your staff with social events and let your staff know how much you value them.

Lead by Example

It’s important that you lead by example when dealing with staff, if you expect your team to stay late, then you should stay late too .Show you staff respect and you’ll (hopefully) get it back. They’ll also pick up on the way you speak to people and act in different circumstances, so make sure you’re behaving how you’d like them to. So don’t expect your staff to do what you won’t. Have firm leadership qualities.

Training and Personal Development

Investing in your staff is important, not only will it mean you’re getting the best and most up to date in the business but they’ll be grateful for being able to develop under your watchful eye. Make sure you fully research courses to send your staff on to get the full potential. It’s also important to get feedback from staff on how they feel the courses benefitted them. Set aside money to spend on training courses and get feedback from staff.


Communicating with your staff should be high on your list of priorities. Most staff like a visible boss – one they know they can go to with problems. It’s important that you hold frequent job chats to make sure they’re happy, getting on ok and aren’t confused about anything. Aside from this, make sure you communicate with your staff on a daily basis. Saying good morning and good night are simple motivational tools but can make a world of difference. Make yourself accessible.


Counseling is a powerful way to motivate a person It has, long-term impact on people and the effectiveness of the organization. Counseling is talking with a person in a way that helps him or her solve a problem. It involves thinking, implementing, knowing human nature, timing, sincerity, compassion, and kindness. It involves much more than simply telling someone what to do about a problem.

The reason for counseling is to help employees develop in order to achieve organizational goals. Sometimes, the counseling is directed by policy, and at other times, leaders should choose to counsel to develop employees. Regardless of the nature of the counseling, leaders should demonstrate the qualities of an effective counselor (respect, self-awareness, credibility, and empathy) and employ the skills of good communication.

Understanding Their Desires

Engaging fully with your staff, understanding their wants, desires and values, getting to know them as individuals and developing strategies that achieve a continuous release of energy, although is more intensive and takes time to work. But consider the advantages. This investment of time means you will eventually have less to do.

Instead of constantly urging your people along and having to solve all the problems yourself, you’ll be the leader of a group performing at a higher level of ability and productivity, giving you the chance to step back from fire-fighting and to consider the bigger picture.

Recognize the Intrinsic Factor

Numerous surveys show that most people are motivated by intrinsic factors, and in this respect we are mostly all the same. If leaders assume that their team members only care about their pay packet, or their car, or their monthly bonus, this inevitably produces a faulty and unsustainable motivational approach.

Leaders must recognize that people are different only in so far as the different particular ‘intrinsic’ factor(s) which motivate each person, but in so far as we are all motivated by ‘intrinsic’ factors, we are all the same.

Develop Your Team

Your responsibility as leader is to develop your team so that it can take on more and more of your own responsibility. A mature team should be virtually self-managing, leaving you free to concentrate on all the job-enhancing strategic aspects that you yourself need in order to keep motivated and developing.

Care about Their Interests

You succeed as a leader by helping and enabling people to reach their potential and to achieve fulfillment. If their needs and abilities could be of far greater value elsewhere, let them go; don’t force them to stay out of loyalty. Helping them identify and find a more fitting role elsewhere not only benefits you and them – it also enables you to find a replacement who is really suited and dedicated to the job. Sometimes ‘success’ doesn’t look the way we expect it to. A successful outcome for an individual and for a company may be that a demotivated person, having identified what sort of work and environment would suit them better, leaves to find their ideal job elsewhere. True leaders care about the other person’s interests – not just your own interests and the interests of your organization.

So it follows that leaders who focus on these aspects – people’s true motivational needs and values – are the trueleaders.

“Goals are the fuel in the furnace of achievement.” – Brian Tracy