There was a time when a good leader would be defined as somebody who was authoritative and autocratic, and a good business was considered to be one that was making lots of money, regardless of whether their staff were motivated and happy. But the workplace has evolved, and values are changing, whether due to direct changes in leadership trends, such as the increase of women in the boardroom, or external factors such as the pandemic where employers all over the globe discovered the opportunities presented by flexible working without witnessing a negative impact on profit or morale. Things have changed, and most organisations have come to realise that a motivated and engaged team is crucial for business success.
Anthony Sutton, founder of Cream HR, a company that prides itself on providing world class solutions to businesses to help them with their people challenges has compiled a list of things that all business owners can do to keep their team motivated, engaged, and happy.
He explains: “The average business spends between 15 and 30% of its annual revenue on payroll, some as much as 50%. Staffing costs can often equate to around 70% of all costs in a business. This is huge, and yet many employers fail to recognise this spend as the investment it is. They don’t focus on what makes people happy and how they can keep quality staff, so it is no surprise that with the upheaval and changes in the way people work that have taken place over the last two years, that workers are searching for better ways to work to ensure that they get more balance in their lives. People are the most important investment in any business. It doesn’t matter what sector you are in, it’s the people that matter most, and more companies need to realise this.”
“As with other business costs, the more time and money you invest, the greater the return you seek from that investment.” Here are five things Anthony says that all business leaders can do to keep their staff engaged and motivated.
Engage with Your People and Listen to Them
Truly engaging with your workforce goes far beyond annual surveys or token gestures. It starts with a genuine commitment to listen. Taking time to understand what drives and motivates your employees can unlock higher levels of performance, satisfaction, and innovation. By identifying individuals’ motivations, strengths, and values, you can tailor work that not only plays to their abilities but also brings them personal satisfaction. This results in greater productivity, reduced turnover, and higher morale. According to the Chartered Institute of Personnel and Development (CIPD), highly engaged employees are 59% less likely to look for a job with a different employer in the next 12 months. Furthermore, your people are often your best source of innovation – those closest to day-to-day operations regularly have valuable insights into improving processes, reducing costs, or enhancing customer experience. Ignoring this resource is not only a missed opportunity – it’s a strategic mistake.
Involve your HR team in strategic business planning
Human Resources is no longer just an administrative function; it should be at the core of your business strategy. Involving your HR team in the early stages of planning ensures you align your workforce capabilities with your business goals. This collaborative approach helps anticipate future talent needs, build leadership pipelines, and design roles that can adapt to market changes. A well-crafted people strategy will also identify the skills, behaviours and culture your business requires to succeed. According to a 2024 report by the Chartered Management Institute (CMI), 72% of UK business leaders agreed that a people-focused strategy had a direct impact on their company’s performance. Yet, only 39% said HR had a seat at the top table. The lesson is clear: if you want your business to grow sustainably, HR needs to be part of the decision-making process from the outset, not as an afterthought.
Genuinely care about your people – it’s a business imperative
Showing genuine care for your people isn’t a sign of being “soft” – it’s an investment in your most valuable asset, your people. Companies that prioritise employee wellbeing are shown to consistently outperform those that don’t. The evidence is mounting: a study by Deloitte UK found that employers see an average return of £5 for every £1 invested in staff wellbeing initiatives. This proves that care means creating a workplace where psychological safety, work-life balance, and flexibility are standard practice. It’s about building a workplace that has trust, transparency, and a culture of inclusion. Leaders who show they care build loyalty, which in turn reduces staff turnover and sickness and increases discretionary effort. In short, caring isn’t a cost – it’s an advantage.
Invest in training and development
Understanding your team’s training needs is essential to unlocking their full potential. A strong onboarding and continuous learning programme sets the tone for what your company values and gives employees the confidence and tools to succeed from the start. But it shouldn’t stop there – development needs to be ongoing. Identifying skills gaps early and mapping out career pathways allows individuals to grow with your business rather than out of it. In the UK, the Learning & Work Institute reported that employer investment in training has declined by 28% per employee since 2005, even though 91% of employers say they struggle to find workers with the right skills. Addressing this imbalance is not just about improving performance – it’s about future-proofing your business in a rapidly changing economy.
Build a high-performance culture with four key principles: Clarity, Strengths, Praise and Concern
Sustaining a high-performance culture requires more than ambitious goals – it demands consistent behaviours and principles that shape how people work and interact. Four pillars underpin this kind of culture:
- Clarity – meaning expectations are clearly defined and aligned with business goals;
- Strengths – individuals are encouraged to work in areas where they naturally excel.
- Praise – recognises and reinforces positive contributions; and
- Concern – ensures that challenges and wellbeing are not ignored but proactively addressed.
This framework fosters accountability, motivation, and a sense of belonging. When employees feel seen, supported, and stretched in the right ways, performance naturally improves. UK organisations that adopt this kind of culture report better employee retention, stronger leadership pipelines, and higher customer satisfaction.
Anthony continues, “The more time and effort you put into your employees, the better they will perform. Fully investing in your people will create more engaged teams, doing better work, leading to happier customers – otherwise known as the virtuous circle. Plus, your organisation is more equipped for the future with multi-skilled employees supporting an agile workforce. Simply put, don’t just pay the money out and leave your employees to it, properly invest and reap the rewards.”
