How to energise your workforce

Following the festive season break, getting back into the swing of work and finding the energy and motivation to do so can be a challenging task for many employees but, consider this – the New Year signals reflection and brings with it the opportunity to consider change and set goals on a professional and personal level.

In anticipation of this, many forward thinking business leaders are looking ahead asking how they can engage and energise their employees for the year ahead. However, it is important to keep in mind that a blanket approach simply will not work – it is fundamental that leaders tap into the pulse of the people and align this energy with everyone in the organisation toward a shared purpose. Leaders must galvanise the energy of the entire organisation in an effort to sustain long-term success, especially considering the current economic climate.

According to Neville De Lucia, New Business Development Director for Dale Carnegie Gauteng, “Businesses need to innovate and start doing more with less to reach new clients and fully utilise their resources.”

Once employees are over the ‘New Year blues’ and feeling energised and inspired, leaders must show value for employees skills sets and talents, encourage innovative thinking and of course, continue to foster and nurture a positive working environment to stay ahead of the business curve - whether it is creating a new process to streamline business processes and save on expenses or the development of a new game changing product. “Everyone knows that 2016 is going to be a tough year, in anticipation of this, we must become proactive and manage our goals in order to achieve our dreams. This requires a proactive approach in order to initiate ideas with enthusiasm and build courage,” explains De Lucia.

Visualisation, fact finding and identifying challenges and opportunities sit at the heart of innovative ideas and should be applied to ensure an increase in the innovation success rate. Apply these three steps to address the challenges and anticipate pitfalls.


Determine the goals of the organisation by creating an image of the desired outcome, a vision of the “should-be” situation.


Get all of the facts right by determining the ‘who’, ‘what’, ‘when’, ‘where’, ‘why’ and ‘how’ of the situation. Once all of the data is collected, analysing it will indicate the causes that should be altered or eliminated in order to solve the challenge.


A creative attitude is needed to meet the challenges head on. Get consensus from the team, vote for the best idea, or use the criteria method. Execute the approach using time-frames to monitor the project’s achievements, making the performance measurable. Following on from this, share the results of the innovation with team members, management, or shareholders in order to ensure that the successful method is adopted going forward.


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