When you build your business around the individuality of your employees, you better position yourself as a motivator. We all share common motivators, that fall under…

• Earning money
• Meeting people
• Getting promoted
• Achieving milestones
• Challenging themselves

While these key motivational drivers are no secret, they can mean the difference between an
engaged workforce and a dissatisfied one.

Recognising that an individual is more driven by one or another can help you to cater to their
unique needs and boost their performance. Likewise, overlooking their concerns can quickly
demotivate and alienate your staff; key triggers for stress, anxiety and depression.

“Depression is the third leading contributor to the worldwide burden of disease; with
an estimated 350 million people suffering from the mental illness”
(Source: World Health Organization)

While you may not be aware of any mental struggles among your employees, it’s your duty to
identify any possible sources of discomfort and then initiate behavioural and procedural change to help – without causing harm.

Preventative action will help you to minimise the risk of potential discrimination claims.

Have processes in place to ensure the smooth running of your business, handling workplace
conflict or concerns and rewarding employees when they work to a high standard, meet goals or complete a task on-time.

To get an indication of whether your existing processes are up to scratch, monitor the behaviour of your employeesDo they work together? What is the quality of work completed? Do they come to you when they’re dealing with a difficult situation?

Gaining a greater understanding of the inner workings of your staff can help you to identify any
possible sources of dissatisfaction, before making the necessary changes.

Positive change will ensure that productivity is maintained and that you minimise staff
To gain this insight you must build real, honest relationships with your workforce…

Communicate – ask how their work is going, if they have any challenges or if there are any
areas where they need additional guidance. Actively listen, observe and work to
accommodate for their needs.

Be upfront with your praise – value their contributions by helping them to feel comfortable
in their roles and showing them that they are contributing to the overall success of the

Autonomy – when afforded new responsibility or freedoms, employees who feel like
they’re trusted and have ownership over their work are motivated to work harder.

The best way to combat a possible litigation suit is to be proactive. Motivate your employees; offer autonomy and responsibility in their work, value their contributions and listen to their needs.

In summary, this means opening the lines of communication, recognising when there are sources of possible angst and promoting a transparent and supportive working environment.