Marstan Blog > Business Management > Human Resources

Everybody would prefer to be successful as an individual but being part of a successful team is a very different and deeply rewarding experience because people not only take pride in their own work, but also get the satisfaction of knowing that they are part of something bigger. There is great pleasure in being part of the rapport of a team, where you respect other people and gain the clear respect of your peers.

There are a number of ways in which a manager or leader can maximise the motivation of a team and create the spark of magic that makes things go well.

1. Tell the team what they are being asked to achieve – don’t just give them a list of tasks.
2. Bring the team together and explain why you have put them together. Show your respect for each member of the team and give a head start to the process of them gaining self-respect.
3. Explain why the objectives are ...

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In an article entitled “10 reasons that growth is good for your business” we explained the advantages of planning for growth in good times and bad.

It would be wrong, however, to think that growth is the answer if a business is riddled with structural or operational problems. It is important that problems are resolved before you expand the business. In fact, the planning and implementation of an expansion programme should be used as the catalyst and opportunity to resolve the inherent problems.

WARNING - If you do not resolve the problems before you start growing, your business will be worse, rather than better. In these circumstances, growth can even affect the very existence of the business.

Before setting out on an expansion programme, you should consider the following:

1. Growth rarely results in an instant increase in profitability. You may have to invest ...

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An employer-employee relationship is both a financial and a social contract. All employers rely on the skills and endeavour of their employees, who are prepared to give up their time and energy in order that they can earn a living. Effective employer/employee relationships are those which are based upon both the spirit as well as the letter of the employment contract.

Good employers have the following attributes:

1. They think strategically to protect the business and the people that work in it.
2. They understand that people need to be kept informed about how the direction that business is planning and how it is performing. (The livelihoods of their families are at stake and they will appreciate being treated like adults and being given an honest account. Employers who do not provide information will find that people fill the gap with bad news.)
3. They care about people and they demonstrate it by actions rather ...

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It just means treating people like individuals and talking normally

In July 2009, the UK Government released a report, entitled "Engaging for Success: enhancing performance through employee engagement", by David MacLeod and Nita Clarke.

I welcome this report and it seems to me that this will apply in equal measure to large businesses and small ones. However, in the UK economy, 97% of businesses are Small and Medium Enterprises (SMEs). There are 4.7 million of them and I wonder how many of them will become aware of the report. I also wonder how many of them will wade through a 152 page report which does not have an Executive Summary.

In any business which I have run, this has always been very high on the firm’s agenda. In my experience, there are 7 important aspects of employee engagement:

1. The company needs to sincerely believe that employees have a right to know what it is ...

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