Dropping the ladder and helping others up

I recently attended an accounting conference where attendees were discussing firm profitability and how we should all be striving to improve our current profits. I totally agree, but then the discussion led into “getting some dogsbody to do the annoying work for you”, presumably to free up the Directors to focus on bigger things. This really struck a nerve with me! How can I possibly run a successful business if I treat my employees like “dogsbodies”?!


The way we treat our team members is a critical aspect of any business. It can make or break a team culture, not to mention send your employee retention rates through the floor. I like to think that in this day and age, employers are offering their team members opportunities to upskill and improve rather than loading them with seemingly mundane tasks. That is our approach here at Villa, and we have seen some great results. Our team is happy, they’re motivated and truly invested in delivering the best possible service to our clients, because they feel valued.


Here is what I have learned about dropping the ladder, so others can climb up.


It isn’t about competition.

So much of our professional lives is about competition. But your team environment doesn’t have to be. Keeping your team members in the dark or preventing them from achieving to their maximum potential is only hurting your business. By offering your team members training, support and opportunities does not mean they are going to try to take your job!


Appreciation runs both ways.

Valuing your team members by offering them support, training and opportunities to up skill through exposure to different skills at work creates an environment where they appreciate you as much as you appreciate them. Check out our blog from December 2018 about the value of employee appreciation and how it can create a strong team environment. Your team environment is crucial when it comes to employee retention, and we all know that is something to strive for.


Lead by example.

Coming back to that comment about “getting some dogsbody to do that work”. What makes leaders think that they can demand that a team member perform the menial tasks that they aren’t willing to do themselves? They can demand it, but does that mean the task is completed to a high quality by an employee who is personally committed to delivering excellence? No. Lead by example, show the team that you too can spend time doing the annoying tasks that come with the job and they’ll see that they’re appreciated and that their tasks are not “mindless”.


All roles within a business are important and contribute in achieving overall business goals. Get your team on board with your business goals and those annoying tasks won’t seem as annoying anymore.


We’ve helped local businesses find their groove with creating a great team culture and in the process achieve their business goals. If you’re interested in finding out more, get in touch!


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