It’s true that salary and compensation attract people to join your teams. But motivation will keep them there.

Offering competitive benefits and a generous paycheck may seem ideal to win employees. While people certainly appreciate these perks, there are other strategies and programs that can have a monumental effect on your employees’ motivation. These must be used alongside competitive pay.

Let’s dive deeper into these strategies and discover what motivated employees look like and how to get there.

 

When Money Is the Only Good Thing

Pay is one of the starting points of your relationship with an employee. However, if you want your employees to serve your organization the best they can, you must provide constant motivation. One of the disadvantages of relying solely on compensation packages is that employees may leave for better opportunities with higher pay rates or more competitive perks.

Pew Research Center shares a study from 2022 that 63 percent of their participants mentioned insufficient salary as a primary reason for leaving their jobs.1 In many cases, inadequately paid employees without strong reasons to stay within an organization constantly look for better employers.

This results in unmotivated, distracted, and disengaged employees. Often, they only contribute their bare minimum without exceeding expectations – or worse, they could leave their jobs. This can significantly affect your progress and productivity, possibly lowering your employer brand and causing potential employees to stay away from your organization.

To maintain exceptional retention rates and employee motivation, you need to do more than just offer attractive salary and benefits packages. While you need to provide competitive compensation programs, you also need additional motivators, like:

  • Well-being
  • Excellent employee experience
  • Positive work environment
  • Recognition and reward programs
  • Growth and development opportunities

More on: 5 Reasons Why Candidates Keep Turning Down Job Offers

 

8 Tips to Motivate Your Team

Here are some ideas to get you started. We divided these into two: employee well-being and ambition at work. This will help ensure you provide the proper support your employees need within and outside your organization.

 

Valuing Employee Well-Being

Organizations must value employee well-being and work-life balance in both principle and through action. Employees will feel much more connected to the company’s cause if the company empathizes with their personal and professional journeys.

 

1. Encourage stress management and taking breaks.

Provide your employees with enough breaks so that they can focus on their mental and physical health. This also means encouraging them to focus on their well-being and avoid overworking themselves.

 

2. Build meaningful relationships.

Your relationship isn’t limited to work. Here are a few things you could try to build better connections with your employees:

  • Listen to their concerns
  • Engage them during coffee breaks
  • Set out-of-the-office lunch or dinners
  • Plan informal team-building activities periodically
  • Visit them at their desks occasionally

 

3. Discuss their priorities in life and find ways to support them.

Every employee has their own life situation, and some may have more challenges than others. Some may need to do house chores or take their kids to school. Others may have bigger priorities, like taking care of a loved one.

Whatever it may be, discuss what they need to accomplish and try to provide support as much as possible. This will go a long way and show them you value their well-being and personal affairs. Accommodating their needs can also prevent emotional and mental burnout, ultimately reducing their stress and improving their performance at work.

 

4. Look out for burnout.

If you notice early signs of burnout, you may be able to do something to prevent them from further spiraling out of control.

Burnout causes employees to go into a state of emotional paralysis. So, try to detect these signs and offer help. Encourage them to slow down, recalibrate themselves, and adjust wherever necessary. This will protect their motivation to perform, reduce anxiety and stress, and improve well-being.

 

5. Encourage passion projects.

Everyone has their own passion. Suppose someone shows interest in something you can provide, why not give them some passion projects to work with? This will help build a stronger bond between colleagues and recharge their creative energies.

  • If an employee is an outdoor enthusiast, encourage them to take the corporate retreat or go on a weekend camping.
  • If someone wants to start baking as a side hustle, support their efforts by ordering some for the office.
  • If someone loves to play a specific sport, find interested players and start a friendly competition.

This will help employees stay connected to the organization. Also, they will feel more acknowledged and accomplished, allowing them to achieve greater confidence and ambition to pursue their passions.

 

Igniting Ambition at the Workplace

Most employees take pride in their roles and would appreciate becoming better professionals. The key to keeping employees interested in a good job is providing continuous recognition, consistent rewards, and greater opportunities for them to grow.

 

6. Help them grow and guide their vision.

Determine what roles your employees want to pursue within the company. Then, provide training opportunities where they can acquire new skills. Introduce KPIs that will help them achieve this role. This will push them to grow and focus on their individual goals. Ultimately, it will benefit them as professionals and ensure your company has the right talent.

When employees have something to look forward to, they are more likely to perform better. In fact, 94% of employees would stay longer in a company if it offered growth and development opportunities.2 You can partner this initiative with recognition and reward. This is pivotal in encouraging your employees to become better versions of themselves.

More on: 9 Essential Traits of a Strong and Healthy Team Culture

 

7. Provide mentorship programs.

Some employees can be new to their roles. They may be transitioning, moving up the ladder, or fresh graduates who want to learn the ropes.

Often, companies look for exceptional employees from the talent pool. However, this reduces the chances of others fully realizing their potential. If you think someone has what it takes to take up a role, why not offer mentorship programs?

This can help them learn the ropes as they envision themselves in the role. If an associate shows promising skills and attitude for a particular position, try to partner them with an expert so that they can learn. It also brings them up to the challenge and can motivate them to achieve greater heights in their career.

 

8. Offer project ownership and autonomy.

According to Gartner, when you give people autonomy, they’re 2.3 times more likely to perform better than others.3 They’re also 1.9 less likely to suffer from fatigue. This is because autonomy improves employees’ well-being, effectively reducing stress. Aside from this, it will also reduce your burden as an employer. It’s a win-win strategy to boost employee morale and confidence.

Let your employees handle their own space and accomplish projects from start to finish by giving them the responsibility to deliver quality results. This challenge can be much more fulfilling, allowing your employees to take pride in their work. It shows you trust their judgment and skills, making them feel appreciated and valued at work.

More on: The Impact of Purpose, Flexibility, and Trust on Women’s Experience in the Workplace

 

MOTIVATED EMPLOYEES ARE THE ONLY EMPLOYEES YOU NEED

Aside from motivating your employees, you also need to find employees who are already performing and are confident in their skills. ACS Professional Staffing can provide you with exceptional talent to fill your ranks.

Let us help you find highly skilled, motivated, and well-fitting candidates who can help you get closer to your business goals. Contact us today!

 

References

  1. Parker, Kim and Horowitz, Juliana. “Top 10 Reasons Why US. Workers Left a Job In 2021.” Pew Research Center, 9 Mar. 2022. https://www.pewresearch.org/short-read/2022/03/09/majority-of-workers-who-quit-a-job-in-2021-cite-low-pay-no-opportunities-for-advancement-feeling-disrespected/.
  2. Ulusoy, Berfu. “Employee Development Areas: 15 Opportunities Examples for Organization Growth.” Zavvy, 29 Dec. 2023. https://www.zavvy.io/blog/employee-development-areas.
  3. “Gartner Research Shows Human-Centric Work Models Boosts Employee Performance and Other Key Talent Outcomes.” Gartner, 7 Dec. 2022. https://www.gartner.com/en/newsroom/press-releases/12-06-22-gartner-research-shows-human-centric-work-models-boosts-employee-performance-and-other-key-talent-outcomes.