How to Revitalise Your Team

Dear Yogesh,

I founded a company five years ago and have had aggressive growth with a CAGR of more than 80%.

In the last six months, we seem to be slowing down. Both motivation and revenues of the team have fallen. Can you advise me on how I can bring the startup zest and rigour back?

Jittendar

Dear, Jittendar

Your situation is a familiar one for startups navigating the long road to success. While your 12-year journey as a “mature” startup demonstrates resilience, it’s understandable that some of your leaders are showing signs of fatigue. After all, the relentless pace of experimentation, innovation, and pivoting can wear down even the most optimistic teams. To break through and reach your goals, it’s clear you need a unified team that’s energised and fully committed. Let’s explore strategies to inspire and refocus your key leaders.

1. Acknowledge and Address Concerns

Your leaders may be feeling overlooked or unheard, which can fuel their pessimism. Take the time to ask them what specific concerns they have and truly listen. As Eeyore from Winnie the Pooh often says, “Thanks for noticing me.” Feeling seen and acknowledged can go a long way in lifting morale.

Listening doesn’t always mean fixing every problem; it means making people feel valued and understood. Approach these conversations with curiosity rather than defensiveness. When leaders believe their voices matter, they are more likely to re-engage with the vision and commit to the effort.

2. Reconnect Leaders with Their Personal Motivations

When people join startups, they’re often driven by excitement about big dreams—whether it’s the promise of a financial windfall, the desire to create meaningful change, or the thrill of being part of an innovative venture. Over time, those motivations can fade under the weight of challenges and setbacks.

Help your leaders reconnect with what initially inspired them. Was it the idea of transforming an industry? The opportunity to create something new? Or perhaps the chance to learn and grow? If those original drivers no longer resonate, explore what matters to them now. In some cases, you might find that a few leaders have outgrown their roles or lost alignment with the company’s vision. While this can be a difficult realisation, helping them transition out could open space for fresh energy and ideas.

3. Reclarify and Communicate the Vision

As a founder, your startup’s vision is likely ingrained in your thinking. But for your team, it may have gotten buried under the day-to-day grind. People need to be reminded of the “big why” behind their work—again and again.

Find ways to rearticulate your vision in a way that inspires and unites. Tell stories of past successes, share what’s possible if everyone stays committed, and emphasise the impact they’re helping to create. While this repetition may feel tedious to you, it’s crucial to keep your team aligned and motivated.

4. Make Clear, Direct Requests

Feedback is often misinterpreted or dismissed, especially when leaders are already feeling disheartened. Instead of offering suggestions, make direct requests. Clearly articulate what you need from your leaders.

For example, instead of saying, “It would be great if you could get on board with the strategy,” try:
“I need you to commit to supporting the strategy publicly, even if you have doubts. Your team looks to you for direction, and their morale depends on your visible support.”

Direct requests leave no room for ambiguity and make it easier for your leaders to decide whether they can meet the expectations. While some may decide to leave, this clarity ensures you’re surrounded by people who are genuinely committed to the company’s success.

5. Catch People Doing Things Right

In the midst of a long, gruelling effort, it’s easy to focus on what’s not working. This can create an atmosphere of criticism that saps morale even further. Instead, shift your focus to recognising and celebrating small wins.

As leadership expert Ken Blanchard emphasises, “Catch people doing things right.” Highlighting successes, no matter how small, helps create a sense of momentum and progress. When people feel like they’re winning, they’re more likely to stay engaged and motivated.

6. Lead with Energy and Optimism

As COO and acting CEO, the weight of this challenge rests largely on your shoulders. While that may feel overwhelming, it also gives you the opportunity to lead by example. Your energy, optimism, and commitment will set the tone for the rest of the team.

Leadership in a startup is rarely fair or easy. If things go wrong, you’ll bear the blame. If things go right, you may not get the credit you deserve. But this is the nature of the role—and it’s also why so few people can do it well.

Final Thoughts

Your situation is tough, but it’s not insurmountable. By listening attentively, reigniting personal motivations, clarifying the vision, and celebrating progress, you can shift the mood from pessimism to possibility. Some leaders may decide this journey is no longer for them—and that’s okay. Surrounding yourself with people who are fully on board is essential for the final push toward your goals.

Stay resilient, inspire others with your belief in the mission, and keep moving forward. You’ve made it this far, and the finish line may be closer than you think.

Good luck, and may the gods of innovation smile upon your efforts.

Best regards,

Yogesh

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