How can you motivate your startup team with a clear sense of purpose?

Regularly communicate your startup's purpose, emphasizing its impact and aligning it with the team's values. Foster a shared sense of meaning and belonging, creating a connection between individual roles and the overarching mission. Encourage team members to contribute their perspectives on the startup's purpose, cultivating a collective ownership of the why.

In addition to all the 'reasons' why this start up is important, making it personal is important. Founders are passionate about there ideas and startups because something connected with them personally that triggered this company. Share the reasons why together with your emotional feelings too. That is why people follow leaders - there is a positive, hopeful, inspiring emotional component as well.

Everyone needs to be working towards a north star that is easy to define. I call it 'the pub test'. If you were meeting a group of strangers in the pub for the first time, we all know that person that waffled for 5mins about some boring job, What is that one or two sentences that explain what you do and why?

Aligning long-term goals of individuals with those of the organisation is the best way to ensure lasting and mutually beneficial synergy.

Llegar al alma. Esa es mi clave. Porque uno no motiva con números, con datos. Motiva con pasión, con ilusión. Motiva con el corazón en la mano, con los sentimientos agarrando tu piel.

Aligning goals should also include a specific plan on how to get there. The plan will certainly change over time, but at least there is a roadmap. Suggestions to change the roadmap are welcome, but at least everyone can get on the same page as to the goals and how you plan on getting there.

The key to both motivating employees and steering them into ONE, joint direction is to align their personal WHY with the WHY of the company. The "north star" of the company then sets the tone for any derived goals. Having build several companies and teams from 1-300+ employees, I learned that goal setting is key to succeed as it steers the "company ship" even through rough waters when goals are translated into KPIs and allocated to a dedicated owner who feels responsible. If that's the case each individual feels like having an impact and their actions contribute to the company success.

Set SMART goals that resonate with your startup's why, providing a roadmap for success. Involve the team in the goal-setting process, fostering a sense of ownership and commitment. Clearly communicate how each team member's contributions contribute to the overall objectives, reinforcing the connection between individual efforts and the startup's purpose. Regularly revisit and celebrate progress toward these goals, maintaining motivation and a shared focus on the startup's mission.

Unite people under shared goals that support execution of your organisation's strategy. Absence of shared responsibility often means team's efforts take different directions.

Y en esa motivación, en ese lado de lo intangible, de lo utópico... lo cercano. Hacerlo alcanzable, hacerlo visible, hacerlo capaz. Marcando hitos, marcando claves, marcando procesos.

Incentives here and there or some public praise would surely boost the morale of your team members. No achievement is too small. And nothing makes you want to do more than getting rewarded for doing little.

Regularly recognizing and appreciating both small and big achievements fosters a positive work environment. Beyond traditional celebrations, consider personalized acknowledgments, such as shout-outs, awards, or team outings, to make the recognition more meaningful. Additionally, involve the team in the celebration planning process, encouraging a collaborative and inclusive culture.

Building on the vital practice of celebrating wins, it's essential to create memorable, impactful celebrations for significant milestones. For example, organizing an interactive workshop or team retreat can be immensely effective when a startup reaches a pivotal customer or revenue milestone. Such events recognise the achievement and foster team bonding and rejuvenation. Incorporating team-building activities that align with your company's values and mission reinforces a shared sense of purpose. This approach marks the milestone and also strategically sets the stage for future endeavours, keeping the team aligned, motivated, and purpose-driven.

In a project I was involved in, we made a conscious effort to celebrate every milestone, from completing a challenging task to achieving project goals. This practice not only boosted team morale but also created a sense of shared accomplishment. Importantly, the article's recommendation to share these victories externally resonates with my experience. Broadcasting successes to customers, partners, and stakeholders not only highlights the team's capabilities but also strengthens relationships and builds a positive reputation. So, celebrating wins becomes not just a ritual but a dynamic source of motivation and inspiration, creating a ripple effect that propels the team forward.

That's the fun part - celebrating wins. This can be done formally (e.g., office party), as well as informally (e.g., let's do out for dinner on me). It's also good to include all stakeholders in these celebrations. And I recommend in some cases letting people know what the celebrations will be when the goals are achieved. And I also recommend that and time deadlines be loose and flexible - so that if the team reaches a deadline 1-2 days late, that should not be held against the win.

View each challenge as an opportunity to innovate and grow. Openly discuss hurdles with your team, encouraging a brainstorming environment that values diverse solutions. This approach not only solves immediate issues but also fosters a resilient and agile team culture, crucial for startup success. Remember, the way we handle challenges often defines our path forward.

Foster a culture where failure is viewed as a stepping stone to success. Implement regular learning sessions or workshops to share insights from challenges faced and solutions discovered. Encourage open communication about obstacles, inviting diverse perspectives for creative problem-solving. By demonstrating resilience and adaptability, you inspire your team to navigate challenges confidently, contributing to a motivated and empowered workforce.

Repeating what the challenge are - in a positive way - in writing, in email, verbally, etc. is a great way to spread the news. And the energy behind the announcements should be positive and motivating - not filled with pressure or 'do it or else' mentality.

Sin riesgo no hay emoción. Sin desafío no hay crecimiento. Así de sencillo, así de simple. Porque esa continua salida de zona de confort es lo que hace que la innovación esté a la vuelta de la esquina.

Beyond defining core values, regularly reinforce them through actions. Implement team-building activities to strengthen bonds and enhance collaboration. Encourage open communication channels where everyone feels heard. Establish a recognition system for outstanding contributions, fostering a sense of appreciation. Invest in professional development opportunities, demonstrating a commitment to your team's growth. By prioritizing a positive culture, you create an environment where each team member feels valued and motivated to contribute their best.

Some great advice I once had, is that as a leader or manager it is your responsibility to fire quickly because if you don't your team will already know that person is not performing and they won't be judged for their continual failure - you will.

The key words here are 'through demonstrating'. Talking about the culture is just talk. Showing, doing, leading and modeling - so the culture is imbued in you and the company is what will encourage your employees to follow with excitement, desire and achievement.

Esa generación de equipo es lo más fuerte que uno puede crear como cultura de empresa. Podrás incentivar con dinero, con privilegios, con proyectos, pero si no hay equipo... no generarás ese vínculo entre tus trabajadores que haga que realmente maximicen su cooperación.

Revisiting purpose on a regular basis - formally and informally is key. It is easy to forget when times are stressful. Reminders in light ways can be very helpful so that employees can remember the greater good that they are a part of.

This is a great opportunity to be a great leader. It's not just dollars and cents. You are leading your employees with a greater purpose. Walk the walk, just don't talk the talk. Express how you feel about your goals and purpose with positive and excitement and encouragement. That will take on a life of its own to everyone's benefit.

Stay vigilant about the wellbeing of your team. Burnout is real, especially in a high-stakes startup environment. Invest in your team's professional development, because as they grow, so does your business. And finally, be transparent. Share the state of the business, challenges, and successes. When the team is truly in the loop, they’re more likely to invest their best selves in the work.

Culture starts with hiring. Where possible, you should hire slow and fire quick. I learnt some painful lessons keeping people around when they were clearly toxic in the business. Thankfully, I didn't hang about removing them, but in hindsight I could certainly have pulled the trigger early.