In my journey from the bottom rung to where I am today, I’ve learned one thing above all else: treating your employees well isn’t just the right thing to do; it’s the smartest business move you can make. When employees feel valued and supported, it leads to higher retention rates, increased productivity, and better overall team morale. When you invest in your team, they invest back in the company with loyalty, productivity, and quality results. Let me share how I’ve managed to build teams that consistently outperform the competition.
Providing Employees What They Need
The first rule of good management? Make sure your team has what they need to succeed. Whether it’s tools, training, or just your time to answer questions, being available and supportive is a game-changer. I’ve found that regular check-ins—setting specific goals at the start of the week and reviewing progress at the end—keeps everyone focused and aligned.
Effective employee management also means anticipating needs. For example, when my team was preparing for a product launch, I ensured all resources and tools were available well in advance, which minimized stress and kept the project on track. This proactive approach not only prevents delays but also boosts morale as employees see that you’re actively supporting their efforts.
Encouraging Growth and Independence
Transitioning from ensuring employees have what they need, fostering their growth is the next critical step. One of the best things you can do for your employees is to encourage them to grow, even if that means they might eventually move on. For instance, I supported one team member in pursuing a certification that later helped them secure a promotion within our company. I’ve always believed in creating opportunities for skill-building and exploration. Sometimes, I’ll even nudge my team to ease off their usual tasks to learn something new that benefits their role. This not only makes them better at what they do but also keeps them engaged and motivated..
For example, I encourage my team members to take courses and earn certifications to strengthen their skills and broaden their expertise. This approach not only enhances individual capabilities but also improves the team’s overall workflow efficiency. That newfound knowledge later proved invaluable when we tackled a complex project requiring a deep understanding of inbound marketing principles utilizing HubSpot.
At the same time, I’m not one for micromanaging. I hire capable people, and I expect them to take initiative. When they bring me a problem, I encourage them to take the initiative and propose a solution. I’ve always preferred asking for forgiveness instead of permission, empowering my team to make decisions and own their actions. For example, in previous roles, I often identified problems, built out solutions, and presented them to my managers fully formed. They loved this approach and specifically highlighted it as one of my greatest strengths, praising my initiative and ability to solve problems independently while delivering results. It’s empowering for them and efficient for me.
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Recognizing and Rewarding Employees
After fostering growth and independence, it’s important to recognize and reward those efforts. I’m a big believer in giving credit where it’s due. In meetings with upper management, I always highlight my team’s contributions. And when something goes wrong? I take responsibility—even if it wasn’t my mistake. That’s what leadership is all about.
Beyond recognition, I like to surprise my team with small tokens of appreciation. Gift cards, paid for out of my own pocket, are a simple way to say “thank you” and let them know their hard work hasn’t gone unnoticed. Additionally, I implement formal recognition programs, such as Employee of the Month awards, to publicly celebrate their achievements.
Leading by Example in Management
Leading a remote team of designers and developers has added unique challenges and opportunities to my experience. Once, one of my employees had to undergo surgery and returned to work after a few weeks. While they were still recovering, I quietly picked up the slack to ensure they didn’t feel overwhelmed or exposed. I didn’t let anyone else know I was doing it, focusing on supporting them without drawing attention. This act of quiet support created an incredible loyalty bond with that employee, who later went above and beyond to help me in critical situations. It’s moments like these that prove how leading by example builds trust and respect, especially in a remote setting where consistent communication and mutual understanding are key.
Another example of leading by example came during a major project deadline. A team member was struggling to finalize a design, so I worked late alongside them, providing guidance and encouragement. The result wasn’t just a successful project but a strengthened relationship built on mutual respect.
Building a Culture of Success
Each of these principles—providing support, encouraging growth, and recognizing achievements—contributes to building a thriving culture of success. It’s surprising how underutilized these principles are among other managers. They make the job so much easier, the product so much better, and day-to-day tasks a joy to do. When your team is happy and thriving, everything else falls into place effortlessly.
The result of this approach? My teams consistently outperform others. We produce higher quality work, complete it faster, and maintain a level of job satisfaction that’s rare in today’s workforce. And it’s no secret why: when people feel valued, supported, and challenged, they give you their best.
Building a culture of success means fostering collaboration and open communication. Encourage team members to share ideas and feedback without fear of judgment. Create spaces for regular brainstorming sessions and team-building activities that strengthen bonds and spark creativity.
By treating your employees well, you’re not just doing the right thing—you’re laying the foundation for long-term success. Whether it’s encouraging growth, recognizing effort, or simply showing that you care, small acts of good management can lead to extraordinary results.