Beyond the bottom line: how to motivate, engage, and retain small business employees
Image: RF._.studio _ /pexels
There was a time when a gold watch marked the end of a successful career. You joined a company, stayed loyal for decades, and were rewarded for your time – but not necessarily your impact.
However, as leadership expert Simon Sinek pointed out back in 2023, that era is long gone. Today's workforce, especially Millennials and Gen Z, are not motivated by long-term promises or end-of-career rewards. Instead, they crave purpose, recognition, and work that reflects their personal values and ethics.
Purpose over pay
Gen Z and Millennials are redefining what success looks like in the workplace. Career growth is no longer tied to tenure or job titles, but to a sense of purpose and personal fulfilment. A recent HR Future article notes that 63% of Gen Z professionals consider growth opportunities as a key workplace factor – but this growth needs to be transparent, merit-based, and aligned with their values.
These generations want to work for companies that do more than just generate profit. They're drawn to businesses that stand for something – whether that's sustainability, mental health advocacy, community upliftment, or ethical leadership.
According to Human8, over 70% of Gen Z employees in South Africa expect brands and employers to contribute positively to society.
The rise of human-centred workplaces
The shift we're seeing is not just generational – it's human. The last few years have reminded us all just how much mental wellbeing and work-life balance matter. Flexibility, empathy, and emotional intelligence are becoming just as important as KPIs.
We are now operating in what some call the 'Disconnect Economy' – a cultural response to digital overload and constant connectivity. People are opting out of always-on hustle culture in favour of intentional, human-focused living. For employers, this means offering flexibility, setting clear boundaries, and prioritising mental health initiatives is not a bonus – it's a business necessity.
As leaders, we must ask ourselves: are we managing people, or are we empowering humans? The companies that build environments of trust, openness and psychological safety will have the edge.
Recognition is the new reward
In a world of instant gratification and hyper-personalisation, annual reviews and service awards feel outdated. Employees today thrive on real-time, authentic recognition.
Small businesses can do this better and more cost-effectively than their large counterparts.
Create systems for peer-to-peer appreciation, celebrate small wins regularly, and ensure leaders are trained to give constructive, timely feedback. It's not just about the praise – it's about being seen.
Customise, don't generalise
A one-size-fits-all approach does not work. Employees want personalisation, whether it's in how they're rewarded, how they work, or how they grow.
Small businesses have the advantage here. Unlike corporates, you don't need to get dozens of departments aligned before implementing change. Take the time to understand what your people actually want. Offer optional wellness stipends. Let people choose between training courses or flexi hours. Ask what matters to them, and act on it.
Workplaces built on trust
Loyalty today is reciprocal. Employees will stay if they feel they are part of something meaningful and if they trust their leadership. Transparency in decision-making, honest communication about company goals, and involving employees in shaping culture all go a long way.
As younger generations continue to dominate the workforce, it's clear that businesses must embrace a more human-centred leadership style. This means shifting the focus from control to empowerment, from uniformity to individuality, and from profits to purpose.
It's tempting to cling to the idea that people should be grateful just to have a job. However, time will prove that the most successful SMEs in 2025 will be the ones who value and view their employees as their competitive advantage.
Prioritising purpose, flexibility, empathy, and trust will go beyond retention to building a culture that motivates people to give their best. And that, in the end, is worth far more than a gold watch.
Jeremy Lang, Managing Director at Business Partners Limited.
Jeremy Lang is the managing director at Business Partners Limited.
Image: Supplied
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
IOL News
08-08-2025
- IOL News
Why working moms are the secret weapon of the modern workforce
Working mothers represent a new breed of leaders, says the author. Image: Supplied 'Being a mom has made me a better businesswoman, and let's face it, when you have little kids you stop stressing the little things, because you simply don't have time to. I have always felt being a woman in business was an advantage, not a disadvantage, and being a mom even more so.' I read this in Harvard Business Review, and I couldn't agree more, especially when it comes to leadership. Working mothers represent a new breed of leaders. Yes, you read it correctly. The women juggling diapers, deadlines, schoolwork and dinner duties have a secret weapon: a unique mix of talents that make them untapped powerhouses in the boardroom. Today's rapidly evolving work requires a new era of thinking. We often underestimate how real-life experience can be applied in the working world. Transferable skills can be carried over from one role or experience to many other work-related scenarios. As a working mom myself and having led many successful and multi-national teams, I have witnessed the direct impact a working mom has on a business. The productivity she drives and the different perspectives she brings to the boardroom table. Having had a look at the statistics, I am a bit worried. According to the 2025 State of Motherhood survey by Motherly, a staggering 66% of mothers said that the cost and stress of childcare led them to consider leaving the workforce or reducing their hours. Younger moms, especially Gen Z, report even deeper challenges, including limited access to flexible schedules and paid leave, with Gen Z mothers 2.5× less likely to have position flexibility than Millennials and half as likely to receive paid maternity leave. Meanwhile, a 2024 Bankrate study shows the motherhood wage penalty is still widening. In 2024, full-time working mothers earned 35% less than fathers, which could translate into a lifetime loss of up to $600 000 over 30 years. I am sure the South African statistics would be a similar picture. Furthermore, Gallup's recent wellbeing data further confirms that working women, especially mothers, experience higher levels of stress and burnout compared to men. About 50% of working mothers report feeling the mental load intensely, versus 40% of men, reflecting the dual pressures of work and home life. These figures reinforce that supporting mothers requires more than acknowledgement. Of course, realising the potential of working mothers entails more than simply appreciating their abilities. Companies must step up with helpful policies such as affordable childcare, flexible work schedules, and family leave alternatives. So, why are working moms the leaders most businesses have been overlooking? Here's a few real-life examples of transferable skills: Empathetic navigators: Balancing family and professional responsibilities take skills, and empathy is one of them. Working mothers comprehend the complexities of different lives, need to negotiate multiple points of view, and bridge gaps between competing agendas. This qualifies them as master communicators and conflict resolution specialists, both of whom are highly skilled in developing cohesive, high-performing teams. Innovative problem solvers: Working mothers become innovative problem solvers when faced with daily challenges of managing a household. They hack their way through creating low-cost meals for picky eaters, making the budget work in increasing living costs and solving short notices schedule daycare and extramural activity changes. This resourcefulness and daptability lead to innovative thinking and solutions to challenging business challenges. Master of several schedules: Do you find yourself juggling laundry, conference calls, and budget presentations? Working mothers are Olympic-level time management experts. They prioritise quickly, delegate with laser intensity, and achieve more productivity in a short period than most people do in an hour. Developing resilient teams: Raising children teaches valuable resilience and mind-managing skills. Working mothers learn to recover from setbacks, adjust to new circumstances, and persevere even when the going gets rough. Optimism, humour, and emotional maturity are contagious, resulting in teams that learn from their errors, flourish under pressure, and adopt a growth mindset to never give up. One of my clients, a super ambitious and career-driven person, expressed she was worried about how she would 'cope' with being a mother and achieve her goals when she was pregnant. Fast forward to two years later, she told me that becoming a mother, made her better at what she was doing in her role – gave her different perspectives and that 'urgent' had a new meaning… especially when compared to a baby who needs a bottle… right now. Blending Work and Life: Real people with real-life experiences are what the working world requires. Working mothers recognise the value of balancing job and family life. They embrace flexible hours, support family-friendly policies, and set a good example by prioritising wellbeing. This fosters a work environment where social safety is evident; employees feel valued and supported, and with that sense of belonging they understand their contribution to the team is meaningful, resulting in higher employee engagement and retention. If leaders expect performance, they need to be vigilant in creating an environment where people can perform. Businesses benefit from investing in the wellbeing of working mothers because it leads to a happier, more productive, and innovative teams. So, the next time you're looking for a leader, go beyond the obvious candidates. They're also found in real-life experiences of playrooms, kitchens, and school drop-off areas. And it is the mothers who face those challenges day after day who deserve to be considered. You may be surprised to discover the value of skills coming from life experiences and community roles, you may not have expected. Anja van Beek, Talent Strategist, Leadership & HR Expert and Executive Coach. Image: Supplied
IOL News
06-08-2025
- IOL News
South Africans are feeling more in control of their money - even in a tough economy
Employed South Africans are showing renewed financial optimism, with three-quarters expecting improvements in their personal finances within six months, marking the highest confidence level since the COVID-19 pandemic. Image: Unsplash Employed South Africans are demonstrating renewed financial optimism and resilience amid persistent economic challenges, according to the latest Old Mutual Savings & Investment Monitor (OMSIM) report released this month. The 2025 OMSIM study, which surveys working South Africans earning at least R8,000 monthly, reveals that three quarters of respondents expect their personal finances to improve within six months, the highest confidence level recorded since the COVID-19 pandemic began. Younger workers, especially those from Gen Z, are even more hopeful, with nearly nine out of 10 anticipating better financial conditions ahead. However, gross domestic product is mediocre at best, with the first quarter's figure at 0.1%, while the International Monetary Fund expects the full year to be 1% year-on-year, a figure that may be undermined by US President Donald Trump's trade tariffs. Income growth is, however, on the rise, with almost half of participants earning more than they did a year ago, Old Mutual found. Many are embracing "poly-jobbing," or earning from multiple income sources, with more than half reporting this practice and three out of four young people engaging in it. Nearly half of respondents own or co-own a business, highlighting a strong entrepreneurial spirit, it said. Video Player is loading. Play Video Play Unmute Current Time 0:00 / Duration -:- Loaded : 0% Stream Type LIVE Seek to live, currently behind live LIVE Remaining Time - 0:00 This is a modal window. Beginning of dialog window. Escape will cancel and close the window. Text Color White Black Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Background Color Black White Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Transparent Window Color Black White Red Green Blue Yellow Magenta Cyan Transparency Transparent Semi-Transparent Opaque Font Size 50% 75% 100% 125% 150% 175% 200% 300% 400% Text Edge Style None Raised Depressed Uniform Dropshadow Font Family Proportional Sans-Serif Monospace Sans-Serif Proportional Serif Monospace Serif Casual Script Small Caps Reset restore all settings to the default values Done Close Modal Dialog End of dialog window. Advertisement Next Stay Close ✕ Ad loading Working South Africans' optimism is mirrored in their improved country outlook, says Old Mutual. Image: Old Mutual However, debt remains a concern. While more than half have managed to reduce their debt levels over the past year, and about one in three have renegotiated repayment terms with creditors, widespread gambling is troubling, the report noted. More than half of working South Africans reported gambling, with close to two out of five doing so in an attempt to cover expenses or repay debt - signaling financial vulnerability in some sectors, said Old Mutual. Meanwhile, data from DebtBusters and Statistics South Africa continue to show pressure on consumers. Use of personal loans remains widespread, with the vast majority of debt counselling applicants holding such loans amid rising living costs for essentials like electricity and fuel. Old Mutual found that short-term savings habits remain robust, with households typically putting aside more than one-fifth of their income, often through trusted informal savings groups like stokvels. Although almost all agree on the importance of saving for retirement, fewer than one in three prioritise it, pointing to a gap in long-term financial planning.
The Citizen
06-08-2025
- The Citizen
IIE-Vega student takes top spot at Absa Design Hackathon
Khanyisile Sokhela, a third-year student at Independent Institute of Education (IIE)-Vega Bordeaux, was named the winner of this year's Absa Design Hackathon after she impressed a panel of Absa judges with her digital solution aimed at helping the bank attract one million new customers. Read more: IIE Vega interior design graduate rings the bell on chemo and graduation Sokhela, an IIE Bachelor of Experience Design, will be competing with other tertiary institutions for a 2026 internship at Absa. Now in its fifth year, the Absa Design Hackathon was originally launched during the Covid-19 lockdown as a virtual event. In recent years, it has become more intentional about targeting tertiary institutions. For Absa, the hackathon serves as both a recruitment tool for their design team and a pipeline to funnel top talent into their graduate programme and broader hiring process. The bank is also working with institutions such as the Tshwane University of Technology, Greenside Design Centre and the University of Johannesburg. Sokhela received a backpack filled with Absa merchandise, including noise-cancelling headphones and a speaker. This was her second year participating in the hackathon – she also placed in the top five in 2024. This year, she created a youth-focused education campaign called 'We Grow Together,' aimed at boosting financial confidence among 20 to 30-year-olds. The campaign offered a culturally relevant and interactive digital experience to teach financial literacy. It included a TikTok-led content strategy, a Gen Z-focused microsite and features for communal saving. 'As new adults, financial freedom is scary, but my campaign shows them that with Absa's help, it's something they can embrace,' she said. Her microsite included infographics on big purchases like buying a car or a house, and a dedicated section for content creators on how to manage irregular incomes. TikTok was chosen as the campaign's partner because it's familiar to Gen Z users. Reflecting on the experience, Sokhela encouraged other students to get involved. 'It's a form of networking – showing yourself, your work and your potential.' The top five students selected were from the Bordeaux campus: Khanyisile Sokhela (third year IIE Bachelor of Experience Design) Kayla de Kock (first year IIE Bachelor of Experience Design) Blessing Mtetwa (second year IIE Bachelor of Communication Design) Savanna Bloem (second year IIE Experience Design) Wezi Lehlohonolo Phiri (second year IIE Bachelor of Experience Design) Follow us on our Whatsapp channel, Facebook, X, Instagram, and TikTok for the latest updates and inspiration!
