Kyle Brade-Waring

There is a particular kind of people problem that is easy to miss because the obvious numbers still look healthy. It's much easier to spot when numbers are being missed. But, if revenue is on target, our clients are being looked after, and we're meeting our deadlines, what's the problem? The leader in question is clearly productive, capable, and commercially important. And yet people keep leaving. Not everyone, of course. Often it shows up in a quieter way first. A promising new starter is...

You know the drill. The team piles into a minibus for an afternoon of go-karting, escape rooms, or building rafts. There's laughter, some mild competition, maybe a cheeky pint afterwards. Everyone agrees it was "good for morale." Then Monday arrives. The same communication issues resurface. The same personalities clash. The temporary good feeling evaporates faster than the team WhatsApp group dies. Here's the uncomfortable truth: 82% of UK employees want more team building, yet research shows...

Your well-intentioned efforts to motivate your team might be making things worse. One-size-fits-all strategies, from team-building days to company-wide incentives, often create more disengagement than they solve because they ignore a fundamental truth: motivation is personal.