A motivated team doesn’t happen by accident. It’s created through consistent leadership behaviors, intentional culture-building, and a clear understanding of what inspires people to give their best every day. As competition for talent continues across the hospitality industry, private clubs are recognizing that a team who feels valued, encouraged, supported, and developed consistently outperforms those who operate in chronic stress or ambiguity.
Drawing on core principles of motivation and coaching, we can create environments where people want to show up, want to grow, and want to stay.
The Foundation: Emotional Safety & Trust
Motivation begins with how people feel at work. Trust, emotional safety, and respect form the core of any high-performing environment. Employees who feel safe asking questions, raising concerns, making mistakes, or trying new approaches are far more willing to stretch themselves. Conversely, fear, inconsistency, or unpredictable leadership causes teams to retreat, protect themselves, and disengage.
In clubs, where hospitality relies on personal connection and seamless collaboration, creating emotional safety is essential. This starts with leaders who show approachability, listen actively, and invite dialogue. A department head who regularly walks the floor, checks in with staff, and offers encouragement, communicates much more than support, they communicate care. That connection inspires effort.
The Power of Purpose & Clear Expectations
People are more motivated when they understand the “why” behind their work. When employees know how their role contributes to the member experience, they take greater pride in their responsibilities. Simple moments like aligning a team during pre-shift, reinforcing service standards, and sharing positive member stories remind staff that what they do matters.
Clarity also reduces stress. In many club environments, performance dips not because of lack of effort, but because expectations are unclear or inconsistent. Consistency in standards, communication, and follow-through helps teams feel grounded. When leaders model steadiness, employees feel supported, making them more eager to rise to expectations.
Recognizing the Human Need for Appreciation
Recognition is one of the most powerful and underutilized tools in leadership. Team members crave acknowledgment not only for major achievements, but also for the everyday acts that keep a club operating smoothly.
A line cook who stays late to help with a banquet, a server who handles a difficult moment gracefully, or a groundskeeper who anticipates a member’s need should hear that their contribution is seen. When leaders celebrate effort, loyalty strengthens, and team energy increases. Motivation thrives when appreciation is woven into everyday leadership.
Coaching as a Daily Practice, Not a Correction
The most effective leaders in our industry understand that coaching is not a one-time conversation; it’s a daily practice. Coaching is rooted in curiosity: asking questions, understanding the “why” behind behaviors, and helping employees discover solutions. Unlike correcting or reprimanding, coaching preserves dignity and focuses on future improvement.
For example, rather than saying, “You need to improve your speed,” a coaching-based response sounds like, “Walk me through your thought process during service tonight. What slowed you down? What support would help you move more confidently?” This approach promotes insight rather than defensiveness.
Coaching also strengthens retention. When employees feel guided rather than judged, they become more open to feedback and more committed to growth. Over time, a coaching culture creates teams that are resilient, collaborative, and eager to improve.
Supporting a Multi-Generational Workforce
Today’s clubs operate with up to five generations on the team, each with different lived experiences, expectations, and motivations. Understanding these differences helps leaders inspire each group more effectively.
Younger generations, particularly Millennials and Gen Z, value mentorship, flexibility, and a sense of purpose. They thrive when expectations are clear, feedback is ongoing, and leaders are accessible. These teams appreciate structure but expect autonomy; they enjoy recognition but also want to contribute ideas and participate in decisions that affect their work.
More tenured employees may be motivated by stability, tradition, and the pride of long service. They bring deep institutional knowledge and often appreciate opportunities to mentor or train others.
A motivated work environment recognizes these differences and meets people where they are. By blending structure with flexibility, tradition with innovation, and expectations with empathy, clubs create a culture where all generations feel valued.
Accountability with Kindness & Consistency
Motivation doesn’t mean avoiding accountability. In fact, consistent accountability helps teams feel secure. When leaders address issues respectfully and promptly, employees know expectations are real and fair. The tone matters. Accountability grounded in kindness strengthens relationships; accountability delivered through frustration or inconsistency weakens them.
In practice, this looks like timely conversations, clear expectations for improvement, and follow-up that supports success. When employees experience accountability as clarity rather than criticism, motivation stays intact.
Building Fun, Energy, and Connection
Motivation also thrives in environments that cultivate joy. Small moments of fun like team celebrations, milestones, shared rituals, and friendly competitions build camaraderie and lighten the intensity of hospitality work. Leaders who create opportunities for teams to connect outside of daily tasks nurture loyalty and strengthen culture. Clubs are, by nature, social environments, and teams respond positively when that spirit carries into the workplace.
Looking Ahead
A motivated work environment is not the result of a single initiative, but rather it is the outcome of countless leadership moments. When we combine emotional safety, clarity, appreciation, coaching, accountability, and connection, we create workplaces where people want to contribute their best. For private clubs, this is not only a cultural benefit but also a strategic one. Motivated teams deliver better service, support stronger retention, and help attract top talent. Most importantly, they create the kind of energy that members feel the moment they walk through the doors.
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About the Author: Paige Frazier
A performance-driven thought leader and transformational manager, Paige began her career in private clubs in 2001. Her progressive development has provided extensive and comprehensive training in Club operations and in team leadership. She has fostered her passion for hospitality and leading with a servant’s heart, beginning with food and beverage operations, continuing through to her most recent position as a General Manager. She continues to seek opportunities to learn and grow every day. She has demonstrated an ability to streamline operations, identify and correct inefficiencies, and deliver strategic direction and initiatives.
