7 ways to energise your team
Matthew Rumbelow 25/09/2025
A motivated team is key to delivering excellent customer service and driving your business' success and a manager plays a crucial role in this process. Ultimately, the manager serves as a key motivator and catalyst for positive change. By adopting a more inclusive and supportive approach, a manager can turn a demotivated team into a high-performing one, benefiting both the team members and the practice itself.
Here are 7 ways in which Big M Manager works to energise and motivate your team
1. Establish Clear Goals and Expectations
A team needs to know where they are heading. Create clear and achievable targets and
objectives. Teams don’t just need to know what to do but also why they are doing it. Instil
standards and systems to follow that deliver what you do in a very particular way. Develop
these systems together, as a team, for full buy in.
2. Open Communication and Feedback
This is all about creating a culture where people are free to express their thoughts, ideas and
concerns without fear of judgement. Feedback can be given that is constructive so to help
improve on the thoughts, ideas or concerns not to criticize or demean them.
3. Encourage Teamwork and Collaboration
There should always be space held in team meetings where you encourage team members
to report on their latest project and seek input and assistance from other team members to
move the project for efficiently and to maximise the best possible outcome of the project.
Some projects may be too large for one person so assemble a team from within the team to
collaborate. Choose the people who have the most appropriate skill sets to get the job done
well.
4. Recognition and Rewards
When you see a job well done, acknowledge it, immediately! Celebrate high performance.
This is as simple as taking a moment to look the team member in the eyes and say “damn
your good”. Think of it as an emotional bank balance that you have with each member of
staff, each time you praise high performance is credit in the balance, this allows fort the
occasional withdrawal when performance drops. Reward milestones, but reward them as a
team not as individuals.
5. Training and Development Opportunities
Consistently and regularly asses the abilities and future aspirations of the individuals that
make up your team. If you know where your individual team members are heading then you
can facilitate this and in return, they can help the business get where it needs to go, firmly
establishing a relationship of WIN/WIN.
6. Lead by Example
This is obvious, the team will mimic behaviour good or bad so be very careful how you turn
up to work, whether it’s your attitude or performance. If you want a bright, happy
welcoming team then this is how you arrive at work. If you are setting targets, be sure as hell
to follow the practice systems necessary to achieve them.
7. Addressing Individual Concerns
You should always know what the status of each team member’s job satisfaction is, measure
it regularly. When problems are identified, listen, actively. Be sure you completely
understand the problem before attempting to address it. When communicating back, be
aware of your own emotions, don’t promise anything you can’t deliver and be transparent
about the situation.
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