Boosting Team Performance: A Q&A on Setting Goals, Accountability, and Motivation for Handmade Business Owners

Practical Tips on Leading Your Team Toward Success While Keeping Morale High

Running a handmade business comes with a unique set of challenges, especially when it comes to leading a team effectively. From setting clear sales goals to fostering accountability, it’s all about creating an environment where everyone is motivated to contribute.

Here’s a Q&A with tips on how I manage my team to meet (and even exceed) our goals, based on 35 years of experience in retail.

Q: Setting daily sales goals can be tricky. What’s your approach to creating realistic, clear goals for your team?

A: I totally get it—setting clear, measurable goals is essential, but they need to be grounded in reality and tied to a purpose. Here’s how I approach it:

1. Establish Clear, Achievable Targets: For my team, I break down our daily sales goals into simple, measurable numbers. For example, if our goal is $2000 in sales, with an average order value (AOV) of $80, we’d need around 25 sales to reach that target. This translates to about 3.25 sales an hour, assuming 50 customers come through the door that day.

2. Connect Goals to Growth: It’s not just about numbers; it’s about showing my team how these goals fit into their own personal growth and the bigger picture. When people see how their daily efforts contribute to the company and their own career path, motivation naturally follows.

3. Adapt Goals to Circumstances: I’ve been in retail since 1990, so I know my numbers well. For instance, each customer who walks into the store is worth about $40, based on past data. If there’s an unexpected event—like a snowstorm in Chicago—and only 10 people come in, I can’t realistically expect my team to hit the full $2000 target. Adjusting expectations based on real-time factors is key.

Q: How do you keep your team motivated and on track throughout the day?

A: Motivation isn’t a one-time task; it requires regular check-ins and feedback. Here’s what works for me:

1. Informal, Regular Check-ins: I do quick, informal one-on-ones throughout the day. It could be as simple as “How’s it going?” or “Do you need anything?” These conversations allow me to gauge where they are with their goals and address any issues that might be blocking their progress.

2. Address Issues as They Arise: For example, if we encounter an issue—like a UPS delay that affects production—I can dig into what happened and work with the team to resolve it. This helps us fix problems in the moment, rather than letting them snowball.

3. On-the-Spot Feedback: When someone is doing well, I let them know right away. If someone needs a little extra guidance, I provide it without delay. A quick acknowledgment or redirection helps everyone stay focused and motivated.

   
   

Q: How do you foster a sense of ownership and accountability within the team?

A: Empowering team members is essential for creating a culture of accountability. Here’s how I do it:

1. Set Weekly Mini-Goals: I ask each team member to set a personal mini-goal for the week, something they feel excited to achieve. These smaller goals help them feel invested in the business’s success and give them a sense of ownership over their own work.

2. Encourage Problem Solving: I let my team know that they have the freedom to find solutions and take initiative. This doesn’t just relieve pressure from me; it builds their confidence and sense of responsibility.

   
   

Q: Recognition is important, but what types of incentives work best?

A: People love feeling valued, and I’ve found that recognition can be more motivating than money. Here’s what I’ve tried:

1. Get Creative with Rewards: Sometimes it’s a bonus, other times it’s a small gift, a shoutout in front of the team, or even a surprise lunch. Thoughtful gestures go a long way and show that I genuinely appreciate their hard work.

2. Make It Personal: I try to match the reward to the person. A quick thank-you email works for some, while others appreciate a fun prize or more tangible reward. It all reinforces a culture of positivity and appreciation.

   
   

Q: Communication can be tough, especially when there are challenges. How do you keep the lines open?

A: Open communication is essential for keeping the team aligned and building trust. Here’s my approach:

1. Encourage Brainstorming and Honesty: I let my team know that they can come to me with anything, whether it’s an idea, a question, or feedback on what’s not working. We brainstorm together and look for solutions, which helps everyone feel heard and valued.

2. Stay Realistic and Patient: This culture didn’t happen overnight—it’s taken years to build. I’ve learned to give myself grace and understand that it’s a journey. With patience and consistency, open communication naturally becomes part of the team’s culture.

3. Hire with Passion in Mind: Finding the right people makes all the difference. I look for employees with passion and a strong work ethic, even if it’s just a spark I notice while shopping at other stores. My best hires have come from unexpected places like Payless Shoes (back in the day) and Walgreens. They showed up, worked hard, and I saw the kind of commitment that aligns with my vision.

   
   

Q: Do you have any final words of advice for new business owners trying to lead a team?

A: My biggest piece of advice is to stay committed to your values and keep going. Leadership is a skill that takes time to develop, and it’s okay to experiment with what works best for you and your team.

Remember, you’re not alone, and finding the right balance is a process. With a bit of structure and some trial and error, you’ll find what works best for your team and the goals you envision.