Care for Your Racers

7 min read
Red race car with the Mustang logo


In the fast-paced world of racing, success depends not only on the capabilities of the race horses and race cars but also on the meticulous care and maintenance they receive. Similarly, in the corporate landscape, employees are akin to these high-performing machines, and their managers play a crucial role in ensuring their optimal performance and overall well-being. In this blog post, we explore the analogy of taking care of race horses and race cars to shed light on the importance of replenishing and nurturing employees, especially for those seeking validation of their worth in the workplace.

My targeted audience is twofold: employees wanting more as well as employers and managers with a desire to truly take care of their people which in turn will be the most effective motivator.

Why I’m Writing This

I have been a part of many teams and cultures that ranged from toxic to highly respectful. Many aquaintences have expressed a feeling of being unfulfilled, not cared for, or just generally “stuck”. I have felt this way at times.

Motivation is key, and understanding our own motivations can help us think more concretely about how our situation can be improved.

My goal today is to convince employees that they deserve to be valued and seek for returns on their investments, but also for employers and managers to recognize that this is not just a numbers game and that truly maximizing performance is achieved by taking care of those you lead.

A Note on Motivation

Before we dive deeper into the racing analogy, I’d like to share something I learned at a Fortune-500 Management Training about 10 years ago that has helped shape my views and priorities in leadership.

Motivation is a powerful driving force that influences our actions and determines the quality of our work. According to a study on tiers of motivation, there are 4 distinct levels that individuals can experience, each with varying effects on their performance and overall well-being.

At the lowest tier, fear may be effective in pushing people to act, but it is the least desirable motivator as it can have detrimental effects on personal lives and business efficiency.

Duty, the next tier, can inspire individuals to fulfill their responsibilities even in adverse conditions. However, managers should be cautious not to exploit this sense of duty.

The third tier, reward, offers continuous incentives that enhance productivity and foster a sense of accomplishment. Being motivated by reward alone is limiting, and will not allow individuals to reach their full potential.

Finally, the highest tier encompasses love, high respect, and altruism, which lead individuals to their most effective state. This level is often attained over time through proper care, fulfillment of duty, and meaningful rewards.

It is important to note that individuals rarely start at the highest levels of motivation. They often begin out of necessity or duty and gradually work their way up. However, if they ever regress to fear-based motivation, it can trigger their fight-or-flight response, negatively impacting both their personal lives and the efficiency of the business. Therefore, it is in everyone’s best interest to prevent individuals from reaching that level.

While individuals may occasionally revert to lower tiers of motivation, such as relying on extrinsic rewards on days when intrinsic motivation is lacking, the goal should always be to foster and sustain higher levels of motivation for long-term success and fulfillment.

Ways to Care

First we’ll focus on race horses:

  1. Fueling the Horses: Feeding the Mind and Body

    Just as race horses need an adequate diet to maintain their muscle mass, employees require nourishment to sustain their productivity. Managers should provide an environment that fosters growth, offering opportunities for learning, skill development, and continuous improvement. Feeding the mind through training programs, mentorship, and challenging projects not only keeps employees engaged but also empowers them to reach their full potential.

  2. Resting the Horses: Balancing Work and Rest

    Despite the race horses’ undeniable work ethic, they require rest to recuperate and perform optimally. Similarly, employees need downtime to recharge their batteries and prevent burnout. Encouraging work-life balance, promoting vacations, and respecting personal time allows employees to return to work rejuvenated and more motivated, ultimately leading to improved performance.

  3. Happy Horses Run Faster: Employee Satisfaction Matters

    Just as a happy horse performs better, employee satisfaction significantly impacts their productivity and commitment. Managers should strive to create a positive work environment that fosters happiness and well-being. This can be achieved through a supportive culture, open communication, recognition of achievements, and regular feedback. By valuing and appreciating employees, managers can motivate them to excel and contribute their best to the team.

Let’s switch over to the race car analogy:

  1. The Importance of Pit Crew: Recognizing the Unsung Heroes

    In the racing world, the spotlight often shines on the drivers, but the pit crew’s role is equally crucial. Similarly, in the workplace, managers must acknowledge the significance of supporting staff members who provide essential behind-the-scenes support. Taking care of the technical debt, maintenance tasks, and providing necessary resources enables employees to perform at their best. Ignoring these crucial aspects can impede productivity and hinder overall team success.

  2. Swapping Tires: Proactive Maintenance for Longevity

    Race cars require regular maintenance, including tire changes and temperature checks, to avoid unforeseen breakdowns during races. Similarly, in the corporate world, managers must proactively address maintenance needs, such as resolving tech debt and updating outdated systems. By investing in necessary upgrades, managers demonstrate their commitment to the long-term success of their teams and prevent potential obstacles that can hinder performance.

  3. Taking Care of the Driver: Supporting Employees On and Off the “Track”

    Just as race cars require attentive care, managers must prioritize the well-being of their employees, both inside and outside of work. Offering support systems, promoting work-life balance, and providing resources for physical and mental well-being contribute to employees’ overall satisfaction and productivity. Managers should show genuine concern for their employees’ personal lives, ensuring they feel supported and cared for beyond their professional responsibilities. This can be tricky and does not need to invade their privacy - my experience is that good managers and leaders do not have to pry in order to get to know their people, and that as they show care and support for personal endeavors it can boost morale and trust.

  4. Revitalizing the Team: Igniting Excitement and Fulfillment

    To get the most out of employees, managers should focus on revitalizing their teams by creating an environment that fosters excitement and fulfillment. This can be achieved through challenging projects that allow employees to showcase their skills and grow professionally. Additionally, offering competitive pay, timely raises, comprehensive benefits, and thoughtful perks demonstrates a genuine commitment to employees’ well-being, boosting morale and motivation.


Just as race horses and race cars require consistent care and maintenance to perform at their best, employees need nurturing and support to thrive in the workplace. Managers must recognize the importance of replenishing their staff, providing opportunities for growth, promoting work-life balance, and prioritizing employee satisfaction. By adopting the strategies discussed in this blog post, managers can create a thriving work environment that fosters productivity, engagement, and ultimately, the success of their teams. Employees at any level can assess their motivation and take steps to increase their own output by reaching the next level. Both parties working together can improve the overall culture.

Previous Post

Rust's cfg Attribute

12 min read
What the `#[cfg(...)]` attribute offers to DX and architecture.
Next Post

Overwhelming Transitions

5 min read
One developer's challenge of adapting to a new tech stack, and effective strategies to overcome it with a growth mindset