Have you brought the idea of that startup to them? If you haven’t this is the first step. Is it that you have and they seem reluctant to that idea? It’s simple. simply be around them and let them see the benefits of that startup over the TV they waste their time watching. In no time you will see their interest emerging in the startup. In this case you must work harder to really convince them. Remember you can always force the horse to the stream, but can never force it to drink water. You can present someone with an opportunity, but you cannot force him or her to take advantage of it.
To motivate them, bear these few steps in mind.
Tell people exactly what you want them to do.
Motivation is all about getting people to take action, so don’t be vague. Avoid generalities like, “I want you to stop watching TV and work for a startup.” Say, instead, “I need you to come and apply your skill in this startup, I believe with your skill it will grow”
Share in the sacrifice.
Leaders don’t ask people to do what they themselves aren’t willing to do. Don’t tell people to work in a startup if you’ve got plans for already established companies. Roll up your sleeves and share the load.
Give people multiple reasons for doing what you want them to do.
You can give your own reason or the organization’s reason for requesting the action. “If we don’t get this project completed on schedule, we’ll lose the contract.” But the best reason of all is always personal. It would be nice if you could give people extra days off or even a bonus. Or, you may talk about something as intangible as the camaraderie that comes from having achieved something important together.
Appeal to their emotions.
Fear focuses people’s attention and can be an effective motivator. But if you keep resorting to fear, you’ll end up de-motivating people. People are also motivated by-and prefer to be motivated by-positive emotions like excitement, pride, a sense of belonging, and the thrill of achievement
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