How can you show your entrepreneurial employees that they are valued and appreciated?

1. Acknowledge them publicly and privately both. 2. Give them more opportunities to contribute. 3. Invest in their training and development. 4. Groom them 5. Reward them

Essa dica é muito importante. A autonomia é um fator chave para o funcionário que é empreendedor se sentir respeitado e validado! Por meio da autonomia transmite-se que você tem confian?a em seu colaborador e que acredita em seu potencial inovador. Aposte nisso e depois colha os frutos!

Provide Opportunities for Growth and Development: Entrepreneurial employees thrive on continuous learning and personal growth. Offer them opportunities to attend conferences, workshops, or training programs relevant to their interests and professional goals. Encourage them to take on challenging projects that align with their entrepreneurial mindset, allowing them to expand their skills and knowledge. By investing in their development, you demonstrate that you value their potential and are committed to their long-term success.

Neuroscience proves the need for Autonomy. Our brains think in mind maps (associations linking different parts of the brain) and no two brains have the same maps. For example, the word “banana,” I think: yellow, banana bread, state fair competitions as a child, the look of my first blue ribbon, etc. These are associations specific to me. It’s impossible for someone else to have the exact same associations. If we can have nuance around a word as simple as banana, how can we assume the exact same understanding around critical business concepts? According to Dr. David Rock in Quiet Leadership, “Doing the thinking for other people is not just a waste of our own energy; it also gets in the way of other people working out the right answers.”

Employees that take the initiative, are engaged & are top performers want ownership of their work. This means that they desire the freedom to do their work in the manner that suits them. As long as they are accomplishing their goals within the guidelines set for them, they are usually more productive given more freedom & less constant oversight. Top performers appreciate trust given to them & will rise to the occasion. Make certain you are there for support & guidance, when needed, & that expectations are clear - then step back.

There is NO absolute success. It means, praise even when there is something APROXIMATELY correct is more important than waiting for 100% right moment (because it might never come)

I will emphasize learning the art of saying, "Thank You": It sounds simple, but genuine, specific praise goes a long way. Take a moment to acknowledge individual contributions, highlight how their work impacts the bigger picture, and express your gratitude for their effort no matter how big or small. A personal email, a handwritten note, or a public shout-out like a LinkedIn Recommendation or appraisal in a team meeting can do wonders! ?

As an entrepreneur, I love celebrating small wins. In a startup, there are many downs than ups. When you get into a habit of celebrating your small wins, that inspires you and your team to keep pushing ahead.

People also ask How do you express employee appreciation? To thank employees publicly, say a few words about their achievements at your weekly department meeting or monthly staff meeting. You can also include a congratulatory note in your internal newsletter or on your company's social media platforms if you want to let your customers know about it, too.

Do you know about love languages? Many people have words of affirmation. Feedback is their fuel. So it’s not a nice to have, it’s a must have. If they don’t get it; they’ll eventually leave. These people tend to be culture builders. Inspire them to share suggestions.

Offering growth opportunities is key for entrepreneurial team members. They thrive on learning and challenging themselves, and often wish to take the lead on the direction their growth goes. In my experience, tailoring these opportunities to their interests and goals proves most effective. Providing access to training, mentoring, and diverse projects not only enhances their skill set but also keeps them engaged and driven. Encouraging them to explore new roles or responsibilities broadens their perspective, fostering both personal and professional development. This approach not only benefits the individual but also brings fresh ideas and energy to the team.

I love hearing new ideas and working with people to make their ideas becomes a reality. Talking through an idea in a comfortable setting will allow the person to feel heard and open up. You never know what other new ideas could spin up through the process.

In the fast-paced world of startups, appreciating your team is vital. Show your entrepreneurial employees they matter by offering growth opportunities. Create a learning environment with workshops and resources, tailoring plans to individual strengths. Foster mentorship programs for support and insights. Encourage skill diversification beyond core roles, making them more valuable. Provide leadership training and opportunities for those ready to take charge. Investing in their growth not only boosts skills but also communicates your commitment to their success. In the entrepreneurial journey, showing appreciation through opportunities is the compass guiding your team toward success.

Entrepreneurial employees are perpetual learners, always hungry for growth and challenges. They yearn to hone their skills, expand their knowledge, and broaden their networks. To show your appreciation, offer growth opportunities that align with their interests, strengths, and aspirations. This could manifest as training programs, mentoring, coaching, or access to educational resources. Encourage them to explore new roles, projects, or responsibilities that stretch their capabilities and expose them to fresh perspectives.

Investing in their personal growth is an amazing way to show them you care, for the long run. Do this by getting them a coach. If you’re interested in this, DM me, I’ve learned a lot about this and how to match to the right coach. Here to help!

Frame the problem. See what they come up with. See if they can meet you in the way you need to. See how strategic they are, if they know how to test their assumptions, if you like what you hear, let them run with it.

In the world of fast-paced entrepreneurship, adopting servant leadership isn't just a choice; it's a strategic advantage. Realize the transformative magic of servant leadership, where the focus shifts from command to care. In the realm of startups, servant leadership becomes a catalyst for innovation. As a leader, your mission is to serve your team, actively listening to their needs and fostering a culture of collaboration. This practice, rooted in empathy and support, not only inspires commitment but unlocks the full potential of your entrepreneurial employees. It not only cultivates a positive work atmosphere but also propels your team to new heights, ensuring the sustainability and dynamism of your organization.

It might be challenging to involve others in decision-making. Not only does involving your employees in decision-making makes them feel respected, trusted and engaged, it also creates a great deal of commitment and support for the decision that was made.

All employees are sensitive to being excluded from decision-making. Nobody likes to be told what to do without having their perspective considered. But this is much, much more important for the entrepreneurial employees! They will be skeptical by nature, likely have other suggestions for solutions, and at the very least will want to be walked through the process that led to the decision. Save yourself some time by framing the problem and asking for their input; at worst, you can make sure their concerns are addressed. At best, they'll come up with a better solution than you did!

Recognizing the wealth of insights and innovative thinking they bring, involve them in key decisions that shape their work and the organization. This collaborative approach not only fosters a sense of value and appreciation but also taps into the diverse perspectives that drive success.

We spend at least 1/3 of our lives at work. Work is wellness when we feel purposeful, heard, seen and appreciated. Workplace wellness is critical for a successful team. This comes naturally to some leaders and not to others — but there’s plenty of us out there who can help if you don’t know where to start. Ask for it ??

Help employees align their sense of purpose to the company’s over-arching purpose. As opposed to merely helping them fit into work with their career skills, help them fit into the organisation as a whole in a genuine manner.

Caring for the well-being of entrepreneurial employees is key to valuing them. Providing a supportive work environment, competitive compensation, and benefits tailored to their performance shows recognition of their contributions. Regularly checking in, listening to their concerns, and addressing them prevents burnout and increases satisfaction. For instance, wellness programs or mental health days can enhance their productivity and creativity. This investment in their well-being fosters a positive workplace culture, encouraging them to thrive, contribute to the organization's success, and reinforce a strong spirit of innovation and collaboration.

A good approach is providing a free annual health check-up for managers and financing excellent sparring partners to propel them even further forward.

Advocate for work-life balance by setting reasonable expectations for working hours and discouraging overwork. Encourage restful breaks by providing comfortable common areas and promoting activities such as team lunches or outdoor breaks. Offer comprehensive health benefits and wellness programs, such as gym memberships, mental health resources, or wellness seminars. This shows that their personal well-being is as important as their professional contributions.

In addition to responsibility, accountability and autonomy in their work - it’s essential to also give them equity! It’s also essential to help clear the way for them to make big impact rather than making them spend endless cycles in consensus building with less creative colleagues.

Apart from the points mentioned, what has really helped is establishing a personal connect with the team. This has helped in alignment of the person's goals/dreams with the company's visions and form deeper relationships that go beyond work. This has also helped in forming the right culture where people can speak up, be given clear feedback, chase impossible milestones and have fun along the way.

Treat them like they are one of your founders. Early startup employees believe in your vision and mission, and you need this.

Entrepreneurial-minded employees willingly embrace elevated risk when joining a startup. The likelihood of job loss due to insufficient funding is more pronounced compared to established multinationals. Consequently, transparent communication regarding the startup's financial standing is a crucial expectation from the CEO.

Some ways that worked well for me are: - Appreciate publicly and share feedback privately - Support them even if they commit a mistake (Intent >>>>> mistake) - Take suggestions from top performers while making decisions - Take hard steps for low intent + low performing individuals