Get to know your team. On a local level, team leaders can do much to improve morale. Good leaders get to know the people who report to them. This means:

• Making yourself available when they need to talk or share a problem
• Valuing them for their particular skills, passions, and knowledge
• Helping them to develop their potential and supporting them in their ambitions

All too often, managers have a tendency to think of their roles in terms of strategic objectives. They forget that people are the company’s most valuable resource, and not merely cogs in a wheel.

By creating a culture of open, constructive feedback, people will feel inclined to co-operate with you as you drive your part of the business forward. Once you start valuing them properly, they will grow in confidence, and their commitment and morale will be raised.

A positive environment with a no-blame culture and lots of praise when things go well is a very satisfying place to work. It is up to managers to play their part in creating such an environment for their teams.

“The feel-good factor of the team is my responsibility. About 19 months ago, we did a staff survey – I wanted to gauge the team’s morale on all aspects, communication, training, etc. Some of the results were shocking. But ever since, I’ve been acting upon it. I also know that staff will straight talk me and tell me what they think. Why? Because I go to the pub with them. I have no airs or graces, I’m one of the team.”

Dawn Gibbins, Flowcrete Group plc

“I’m trying to create an open culture where people are encouraged to speak their mind, learn to be innovative and creative in problem-solving, and become more effective leaders/ managers. We have a scheme called MBI or ‘My Bright Idea’ where individuals have the opportunity, and are encouraged, to come up with new ideas.”

Perween Warsi, S & A Foods Ltd

This article features in Deal With Stress from the series of everywoman Simple Approach to Business guides.