Entrepreneurs
4 Non-Financial Factors to Measure Success as an Entrepreneur

If you ask most online entrepreneurs what they want to get out of their business, they’ll instinctively mention something financial: “I want to make $1 million by my 30th birthday.” Fair enough. Most of us have grown up hearing stories about self-made millionaires, so money is often where our minds naturally go when asked about definitions of success. But there is so much more to life.
When a business owner talks about money as a goal, they rarely consider the toll achieving it could take on their life. If getting to a financial endgame costs the relationships of those you love because you don’t have enough time to spend with them, was it really worth it?
The fact is, there is more to life than just money. A lot of business owners lose sight of the fact that there are four other areas of need that define success in life, not just business. Once you understand these four areas, you can set goals that stretch beyond the myopic aim of pure financial gain. After all, this is your life we’re talking about. Money is just one part of that.
When Is Enough… Enough?
We might as well get this one out of the way first: Yes, making money matters. Your business needs to generate enough revenue so that money doesn’t dictate your choices in life. Ask yourself what will become possible once your business succeeds to the point where money doesn’t restrict your life choices as much as it might today.
The trick here is to strike the right balance between financial independence and having a healthy relationship with the other aspects of your life. Find a way to make this yin and yang work for you, so that you know when working hard enough is… enough. Making $1 million might be great, but so is $100,000 if you feel great mentally, physically, spiritually, and emotionally,
Non-Financial Factor #1: Mental Health
You’re nothing without your mental health; pure and simple. Sure, in today’s go-go society, stress, anxiety, and depression run rampant from sea to shining sea, especially in the minds of business owners. The decisions we make on a daily basis carry tremendous weight. The very livelihood of our families could be at-stake.
If your business becomes or already is successful, think about how it can satisfy your mental health. Are you able to unwind after a long, hard day? Can you detox from the stress of your business around the family dinner table at night?
Deeper questions might arise if you become so successful that you don’t need to be as present in your business. For example, how do you continue to acquire knowledge? What sort of daily rituals and behaviours do you participate in?
Maintain mental health now, give your business an optimal chance to succeed, and later on, permit yourself the freedom of mental space from achieving your goals.
Non-Financial Factor #2: Physical Health
If you aren’t slothing it on the couch all day, covered in cookie crumbs, having to survive on ramen noodles for the fifth night in a row, what becomes possible for your physical health? Another amazing factor of life to enjoy when your business becomes successful is the fact that cookie crumbs might become creme brulee and ramen noodles might become pasta primavera at a five-star restaurant instead of your cramped and filthy living room.
Running a successful business should also mean that you have the time to eat right, exercise, and sleep well. That may not seem possible in the early days of a business when you’re still figuring out how to balance your time while growing a customer base, but it’s crucial to get there as soon as you can. After all, running a business from your home is hard enough, try running it from a hospital bed.
“Success is not just money in the bank but a contented heart and peace of mind.” – Sarah Breathnach
Non-Financial Factor #3: Spirituality
Many online entrepreneurs are abstract thinkers, meaning we think in terms of the big picture, which translates easily into a spiritual nature. Most of us feel a need or at least a desire to be connected to something bigger than ourselves.
Once your online business is successful, how does it affect your spirituality? Do you have more time to look within yourself and think deeper about your purpose in life? Are you able to meditate and/or pray as often as you’d like? Are you able to temporarily shut off the outside world and tap into your creativity?
A healthy spiritual side can be a wonderful byproduct of a successful business. Once it’s up and running and you have an established customer base, make sure to dedicate even just fifteen minutes per day to address your spiritual needs, and you’ll find a deep level of fulfillment in life that no financial status can satisfy.
Non-Financial Factor #4: Emotional Needs
A large part of running a successful online business is having emotional resilience and being able to roll with the punches. What becomes possible for you emotionally when your business is creating the life you desire?
If finding a significant other to share your life with is important to you, make sure you dedicate the proper amount of time to finding and nurturing that relationship. Put in the necessary hours to your business to satisfy its financial needs, but always keep enough energy in the tank to enjoy life with that special someone. This becomes even more important if you have children.
More Than Money
The next time someone asks you what you hope to achieve from your online business, think a little more deeply. You might have a dollar number set aside as a goal. That’s fine, but go beyond that. There are other factors to consider. Think about how you want to feel mentally and physically, how satisfied your soul can be, and if you want enough energy for a family or another emotionally satisfying aspect of your life.
Instead of simply saying, “I want to make $1 million by the time I’m 30 years old,” maybe say something like “I want to make enough money to not have financial stressors. I also want enough time to work out four days a week, while living a life of constant learning. Some day, I want a family to share my success with, and I hope to find a lot of the answers I’m looking for in my connectedness to others and the world around me.”
Sure, that answer is a little longer and more in-depth, but once you get it, write it down, keep it in a safe place, and refer to it anytime you need guidance in your online business.
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The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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