How to Inspire A Winning Attitude In Your Team

Posted in: Platinum Business Inspiration

A workforce with high morale is linked to high productivity, high job loyalty and satisfaction, happier customers, massive savings in retraining and turnover, and makes your company a more desirable place to work at. This inspires better candidates wanting to join your team, helps you keep both promising and veteran workers, and keeps the cycle repeating.

However, it has to start somewhere. You can’t inspire a winning attitude in a team under your command out of nothing, and you can’t expect a low morale team to jump at the chance to showcase their skills and achieve their absolute best.

There’s no silver bullet for leadership, but there are a few tried and tested ways to reinforce positive top-down behaviour that filter through to the whole team.

Reinforce positively

The first mistake a lot of bosses do is to only reinforce negativity with their staff. When an employee steps out of line or makes a mistake, they’re the first to begin the disciplinary process, but when employees perform well they’re nowhere to be found, without even a pat on the back.

People like working towards things, and they like to be recognised for their actions. You don’t have to give every employee a trip to the Bahamas every time they answer an email, but start with some minor, simple things.

People like rewards, and people are motivated to work for those rewards for the betterment of all. For example, if you feel as if you can increase productivity and profits by a certain amount through the cooperation of your workers, you might consider giving some of that back to them in the form of a bonus for achieving that target.

Even if you can’t afford a monetary reward, there are thousands of ways to display that you champion your employees. A simple shout out to a job well done in meetings might be enough to keep that person motivated for the next one, aware that their workplace recognises their talents and wants them to continue doing well.

One important facet of this: don’t breed so much competition that you turn your workplace into a rat race. Highlight positivity, but don’t just single out the same people over and over, and don’t make the rewards so desirable on an individual level that people sabotage and don’t work together. Give the group a reward, and highlight exceptional people, but remember that you’re a team.

Be an inspiration

Never make a promise you can’t keep, and never extol the virtues of something you can’t commit to yourself.

Be the absolute paragon of what you want your workers to be. If you want them to be industrious, work long and hard, and commit to a project, the absolute worst thing they can see is you taking days off for minor issues and relaxing in charge while they do all the work.

Consider yourself as if all eyes are always on you, because they are. The men and women under your command might consider themselves, one day, in a similar position to yours, or be looking to you for guidance.

Be showing them that you’re competent, in charge, and able to showcase exactly what you want. You’ll serve as inspiration, and a model for them to act upon. If you want your team to commit to overtime during a crunch, be the last one out the door.


A quick quiz. Without asking anybody, list the top three things that your team wants. If you’re really feeling like a challenge, list a top thing that a few individuals on your team want.

This can be professional (my team wants to learn a new process and acquire expertise), social (my team wants to know that their workplace has room for them to grow as a worker, and job security), or anything else, but whether you can answer it depends on one thing: whether you’ve been listening to your workers.

If you don’t know what people want, you can’t motivate them. If you can’t motivate people, you can’t get the best out of them. By knowing what people want, and just as importantly what they don’t want, or dislike about their current workplace, you’ll be able to work out exactly how to instill the virtues you want.

Make a note of jotting down things if they’re important, even if they’re not directly tied to the office or to productivity. Don’t ignore pleas for seemingly meaningless stuff; if you hear a lot of people complain about the bleakness of the space, take steps to rectify that.

Take action

There’s another part to listening. Listening isn’t just hearing a complaint and acting on it; it’s actively looking for what people aren’t directly saying, but are obviously feeling.

In the last example, we mentioned people coming forward and talking about how bleak an office space was. This is something that might happen, but usually people work in bleak locations and don’t necessarily complain, let alone to their boss.

Instead, a sign of it might be people taking long, drawn out looks across the office often, or tending to ignore the break room, or a thousand other facets. An interesting view is something also tied to productivity, and an office without it might have the opposite effect on morale.

Creating ambitious attitudes within your staff

The point is to listen to people, know people, and act in the way you want them to. Do that, and you’ll have a loyal group of people who’ll put their hearts and souls into their work.