How You Can Inspire Your First Employees

It can be quite a big moment for any small business when you employ your first employees, but you have to remember that they don’t respond well to leaders whose actions don’t match their words. If you have a small, close-knit team, they’re more likely to recognise when their bosses say one thing and then do another.

If you have a hypocritical leadership style, then you’re going to lower employee productivity, harm workplace morale and decrease the company’s ability to innovate. The more frequent your hypocrisy, the more dramatic the negative effects will become and will destroy any start-ups extremely fast.

You have to lead by example through thick and thin. You have to rise to the occasion even if things aren’t entirely going to plan. If you deliver on your promises then your employees will follow you no matter how hard the times are.

In this blog, we’ll be showing you six ways how founders can inspire their first employees.

Risk and failures

Start-up culture champions the risk-taking attitude of successful disruptors. However, the issue comes when leaders tell employees to take risks only to punish them for failing, employees see this as a disconnect and stop trying to innovate to save themselves from being punished.

You have to communicate openly and encourage employees to take calculated risks and back those who try new things. Such a simple mentality can really encourage employees to stick around for longer and possibly keep your business profitable for the future.

Company values and mission

If, for example, the brand champion for a company is vegan values but the founder goes hunting every weekend, it shows to the employees that their company mission is contradictory and used more of a sales tactic than anything else. Businesses must stay true to their values to attract business and retain their top talent.

Holiday policies

Generous holiday policies sound great, but when the boss never takes a day off work, the employees don’t either. Sounds great as a business owner right. But you should try and encourage your employees to take time off and use the time you’ve allocated for holidays. This shows that you care about their physical and mental state and want them to take some time off and relax. Then they’ll be back fully re-energised and ready to provide high-quality work. Remember, all work and no play makes Jack a dull boy.

Discrimination and harassment

You cannot let any of your employees get away with discrimination, sexual harassment and any other fireable offences, if you do people think that the leader thinks it’s acceptable to do things like that and therefore is partially responsible. If an employee harasses another, then you have to take appropriate action to protect them. Something that can really help with this is having the HR documents already made for you so you can simply edit them, this tool does just that.

You need to come down hard and fast on anyone caught harassing or discriminating against others so you make it known that it is not acceptable and the company doesn’t tolerate any of this.

Day to day work life

Research has suggested that employees are always watching. It doesn’t matter how your business is performing, when leaders are present, employees base their behaviours on what they see.

You don’t want to just be the company founder and boss, you want to be its best employee. Come in a little early and stay a little later. A little earlier/later isn’t 3 hours, send emails within your working time, not at stupid o’clock in the morning or employees will feel as though they have to stay on high alert 24/7.