10 Ways to Easily Increase Employee Motivation
Read Time: 8 Minutes
Table of Contents
10 Tips to Increase Employee Motivation
- Set Clear Goals
- Provide Regular Feedback
- Encourage Employee Input
- Teamwork and Collaboration
- Foster a Positive Work Environment
- Celebrate Successes
- Set Achievable Targets
- Encourage Work-Life Balance
- Provide a Clear Career Path
- Recognize Great Work
Let’s Get Started
Why Does Motivation Matter?
Motivation is an interesting principle, its source is different for everyone, and yet the results are usually similar.
Highly motivated employees always stick out from their peers, they are more productive, passionate, and typically more successful than their unmotivated coworkers.
Well, that’s it, right? Just hire motivated employees and your company will succeed, correct? Not exactly. Employers often fail to realize that the reason their employees might be or become unmotivated is not entirely the employee’s fault.
In fact, good managers, leaders, and owners know that they are able to inspire motivation in those around them and create high-performing work environments through doing so.
Well, how do you do that? This blog is going to give you 10 tips and ways to create motivation in your employees that doesn’t fizzle after a couple of days. It will give you tools to use to inspire your team and create an environment where your company’s growth can flourish.
10 Tips to Increase Employee Motivation
1. Set clear goals and expectations or encourage employees to do so.
Accountability can be an incredibly powerful motivator; it can often be the difference between a high-performing team and a team that can’t get out of its own way.
We will touch on accountability a few times as we make our way through these motivation-fostering tips.
Setting goals can be a great way to create that needed sense of accountability that your organization requires for success.
There are typically two ways leaders handle setting goals as a tool to increase motivation within their company.
1. Setting goals themselves for departments or individuals within the team
While this can be extremely efficient and easy for managers to keep track of, it may not always be the best option available.
The main problem that stems from this approach is that the motivation being fostered in employees is extrinsic or externally applied.
While it may still increase overall productivity and results, studies have shown that it will pale in comparison to the second option.
2. Encouraging your employees to set their own goals
How do we create intrinsic motivation in our employees?
At About Staffing, we take this second approach which is to let individuals set their own goals and metrics. These goals will still be used to measure performance however the sense of motivation to achieve these goals comes primarily from within the employee.
While we work as a team to ensure everyone’s goals are in line with the company’s targets, the individual employee is still accountable for their results at the end of the day.
This path fosters intrinsic motivation which tends to provide a stronger push as well as last much longer than the first option we discussed.
2. Provide regular high-quality feedback
Not everyone has the clearest idea of their contributions to a company, especially in a larger one, it can be easy to get lost in your work and feel like it’s meaningless.
Feedback is the most powerful thing leaders can do to ensure employees are working towards something great and correct their course or celebrate their work if warranted.
The key to successfully motivating your employees through feedback is by making sure it is meaningful and engaging.
Simple feedback such as “Well done!” may be appreciated but more often than not it does little to nothing in terms of influencing employee motivation.
Shallow feedback attempts are see-through and will not get your employees to increase productivity or continue offering great results.
Instead, try providing substance in your feedback, such as “Well done! The way you helped cut costs this quarter by eliminating poor outsourcing choices was great.”
Remember feedback doesn’t always have to be positive but it must be constructive. Simply stating someone hasn’t been doing great work or that their efforts are unsatisfactory without explanation, will do nothing to fix the underlying problems.
In fact, this may make matters worse and cause employees to disconnect, decreasing both their motivation to work and their productivity.
Just be aware of how you address employee efforts both good and bad to ensure you are making the most out of the situation for both parties.
3. Encourage and Use Employee Input
Good managers and leaders realize how much insight they can gain from considering different employee perspectives, regardless of their seniority in the company.
Not only does it help the leader get a better understanding of situations before working on them, but it also helps employees to feel heard.
One of the biggest boosts in motivation comes from knowing you can make an impact where you work, and knowing you are being listened to.
When you are able to create a work environment that values input from every level and position in the company, the employees will feel more attached to their work and role in the organization.
As a bonus, a sense of accountability seems to emerge from employees once they have provided input.
They want their ideas to work and will be motivated to ensure they do everything they can to make that happen.
4. Create Opportunities for Teamwork and Collaboration
We can’t stress the importance of effective teamwork and collaboration in the workplace enough.
At About Staffing, we have mandatory weekly staff meetings where departments can work together to hash out issues, work on solutions and decide on plans moving forward.
This collaboration has been a key factor in our success over the last 26 years. Working with teams creates a sense of community where you don’t want to let your team down.
This is extremely important as a form of motivation for employees as it still focuses on the organization as a whole.
Introducing ways for teams to interact and engage with one another on a regular, professional level is critical for company success and employee motivation.
This rings especially true when discussing collaboration outside of the employee’s immediate department.
5. Foster a Positive Work Environment
Nothing will kill motivation, productivity, and job satisfaction faster than a toxic work environment.
Fostering a positive workplace is crucial to increasing motivation as when employees feel happy, respected, and appreciated, they are more likely to be engaged and productive within the company.
Creating a positive work environment is different for every company and the industry they operate in. However, promoting open communication, providing growth opportunities, recognizing and rewarding employees’ hard work, and creating a culture of trust and support can get you started on the right path.
When employees feel like they are part of a healthy work team they are more likely to enjoy coming to work and giving it their all while there.
By investing in creating a positive work environment, companies can reap the benefits of a highly motivated and engaged workforce that is more productive, efficient, innovative, and satisfied with their work.
6. Celebrate Successes in the Company
Celebrating successes is an effective way to directly increase employee motivation within your organization.
It tends to make employees feel valued, recognized and appreciated for their achievements and contributions.
On top of these perks, it may lead to increased motivation in co-workers as they strive to achieve the same celebrations.
Celebrating success in the company can be a great way to create a sense of pride and accomplishment in employees. It also may refresh your team to go hit the next milestone.
This type of motivation booster can take many forms including public recognition for achievements, offering incentives or bonuses for exceptional performance, or even organizing company-wide events for reaching milestones.
Just choose which one you think fits the achievement or milestone and go from there.
7. Set Achievable Targets
Targets that are within reach but not easy to obtain are the ideal type to fuel motivation in employees. Often referred to as the Goldilocks rule.
Far too often employers choose to set unachievable goals with the hopes that even if their team falls short, it will still be within an acceptable range of expectations.
This type of targeting can be demotivating as even if employees are performing at a high level their targets always seem just out of reach.
If they aren’t able to hit targets they may feel they have let the company down even if that is far from the truth.
Realistic targets can help employees feel fulfilled by their work when they are able to work hard and achieve them.
Setting unrealistic targets can lead to feelings of frustration, stress, and even full-on employee burnout, leading to poor results and potentially high turnover.
Setting realistic targets, on the other hand, shows employees that the employer is not only concerned about the business but is also focused on employee well-being and satisfaction.
8. Encourage and Support Work-Life Balance
Encouraging and supporting work-life balance has never been as important as it is now.
When employees are given the flexibility to balance their work and personal life, it helps to reduce stress and burnout, which can lead to increased job satisfaction and higher levels of motivation both at work and home.
This is also a great way, like others on this list, to show your prioritization of employee mental well-being, and show you are working to ensure employees are satisfied with their working arrangement.
This attention to work-life balance can also be a competitive advantage when trying to source top talent, many job seekers list work-life balance near the top of their priorities when job hunting.
Respecting that your employees have lives outside of work helps create a happier, healthier, and more motivated workforce that is committed to achieving their goals and helping the company find success.
9. Provide a Clear Career Path
Confusion is another motivation killer. By creating a clear career path for employees you give them direction to focus their efforts.
When people have a clear understanding of their current role and the expectations needed in order to progress in the company, they are usually more motivated to work hard toward the next step in the ladder.
As an employer it is important to show you’re invested in the professional development of your employees and that you are willing to help them progress their careers within your company.
Employees who feel like they have a future in the company are more likely to be engaged and productive, as they have a sense of accountability towards their progression in the company.
Just be sure that the path is clear and not intentionally masked as employees with no vision of growth in the company may lose motivation over time.
10. Recognize Great Work
A lot of the tips leading up to this one require some form of recognition in order for employers to act on them.
This tip is most similar to celebrating successes, but focused more on the individual level.
Recognizing great work is a critical part of a successful organization, at least for one that plans on sticking around.
There is little worse in the workplace than being a hard-working employee who seems to slip under the radar consistently.
As a manager, it is important to be on the lookout for those employees who do exceptional work for the company. Recognizing and rewarding those along the way.
Your recognition can be anything from genuine praise, raises, and bonuses, to promotions in the company.
These can directly boost employee self-confidence and reaffirm that they are doing great things.
What are the benefits of highly motivated employees?
Highly motivated employees can bring numerous benefits to an organization, including:
Increased productivity: Motivated employees tend to be more focused and committed to their work, which can result in higher productivity levels.
Improved job satisfaction: Motivated employees often feel more fulfilled and satisfied with their work, leading to increased job satisfaction.
Better quality of work: Employees who are motivated tend to put more effort and care into their work, resulting in higher-quality work and fewer errors.
Higher employee retention rates: Motivated employees are more likely to stay with an organization for the long term, reducing turnover and related costs.
Greater creativity and innovation: Motivated employees are more likely to think outside the box and come up with new ideas, which can lead to greater innovation and competitive advantage for the organization.
Enhanced teamwork and collaboration: Motivated employees tend to be more engaged with their colleagues and more willing to collaborate, leading to better teamwork and more successful outcomes.
Overall, fostering motivation in your company should be one of your highest organizational priorities.
Employee Engagement vs. Employee Motivation
Employee engagement and employee motivation are two essential factors that contribute to the success of an organization.
While these two terms are often used interchangeably, they actually refer to different concepts.
Employee engagement refers to the level of emotional connection and commitment that an employee has to their work, team, and organization. Engaged employees are more likely to be invested in their work, feel a sense of purpose, and be willing to go above and beyond to help their team and organization succeed.
Employee motivation, on the other hand, refers to the drive and energy that an employee has to perform their job to the best of their abilities. Motivated employees are more likely to be focused, persistent, and enthusiastic about their work, which can lead to higher productivity and better quality of work.
Ultimately, a successful organization needs both engaged and motivated employees.
Engaged employees provide a strong foundation of commitment and teamwork, while motivated employees bring the energy and focus needed to achieve goals and drive the organization forward.
Conclusion
We’ve covered 10 easily implemented ways to increase employee motivation within your company.
We have also discussed the benefits that stem from properly fostering motivation within your team.
And finally, we addressed the difference and relationship between employee engagement and motivation.
Once you realize the impact created by highly motivated employees and better understand the tools and tactics that work best in your organization, we can assure you the difference will be substantial.
Just remember that as a leader in your company, you have the ability to directly inspire motivation within your team.
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Frequently Asked Questions
What are the two main types of motivation?
Intrinsic and extrinsic motivation are the two main types of motivation.
Intrinsic motivation comes from within an individual and is driven by personal enjoyment, interest, or satisfaction. It involves engaging in an activity for the sake of enjoyment or personal growth, rather than for an external reward or consequence. For example, someone who loves playing an instrument and spends hours practicing each day simply because they enjoy it is displaying intrinsic motivation.
Extrinsic motivation, on the other hand, comes from external factors such as rewards, punishments, or incentives. It involves engaging in an activity to obtain a specific outcome or reward, rather than for personal enjoyment or growth. For example, someone who studies hard for an exam to receive a good grade or a scholarship is displaying extrinsic motivation.
Why is intrinsic motivation better than extrinsic?
Both types of motivation can be effective in driving behavior, depending on the situation and the individual. However, research suggests that intrinsic motivation is generally considered to be more beneficial in the long term. This is because it leads to greater engagement, persistence, and creativity, and promotes a deeper sense of satisfaction and well-being.
Intrinsic motivation is also associated with higher levels of autonomy, meaning that individuals are more likely to take ownership and initiative in their work, leading to greater job satisfaction and performance. Extrinsic motivation, on the other hand, can sometimes lead to short-term gains but may also result in a reliance on external rewards or a decrease in intrinsic motivation over time.
While both types of motivation have their place, fostering intrinsic motivation through strategies such as providing opportunities for growth, autonomy, and goals can lead to more sustained and meaningful motivation in the long run.
How do you tell if an employee is losing motivation?
There are several signs that an employee may be losing motivation. Here are a few things to look out for:
- Decreased productivity: If an employee is not producing work at the same level or pace as before, it may be a sign that they are losing motivation or becoming burned out.
- Reduced engagement: An employee who is no longer engaged in team meetings, brainstorming sessions, or other work-related activities may be losing motivation.
- Poor attendance or punctuality: If an employee is frequently absent or arrives late to work, it may indicate a lack of motivation or interest in their job.
- Negative attitude: A negative or cynical attitude can be a sign of a lack of motivation. If an employee is complaining frequently or seems disinterested in their work, they may be losing motivation.
- Reduced quality of work: If an employee’s work is no longer meeting the same standards as before or is lacking attention to detail, it may indicate a loss of motivation.
- Lack of initiative: If an employee is no longer taking the initiative to suggest new ideas or take on new projects, it may be a sign that they have lost motivation.
If you notice any of these signs, it’s important to have a conversation with the employee to understand what may be causing their loss of motivation. As the employer you will never be able to fully understand what goes on in your employees’ lives, it’s crucial to not make assumptions, and talk with the employee if you want to have a chance of restoring motivation and enthusiasm for the job.
How can I measure the effectiveness of my employee motivation efforts?
Measuring the effectiveness of employee motivation efforts can be challenging, but not impossible. Here are a few ways you can measure your progress:
- Surveys: Conducting employee surveys can be a useful way to gauge employee motivation levels and to see how effective your motivation efforts have been. You can ask employees to rate their motivation levels before and after implementing specific motivation strategies to see if there has been an improvement.
- Performance metrics: Look at performance metrics such as sales figures, productivity levels, and customer satisfaction ratings. If these metrics have improved since implementing your motivation efforts, it may be an indication that your efforts are effective.
- Feedback: Collect feedback from employees to see if they feel more motivated and engaged since implementing your motivation efforts. This can be done through one-on-one meetings, focus groups, or anonymous suggestion boxes.
- Employee retention: If employee turnover rates have decreased since implementing motivation efforts, it may be an indication that employees are more motivated and satisfied with their work.
- Observations: Observe the behavior and engagement of employees to see if they seem more motivated and engaged. This can include things like participation in meetings, initiative-taking, and overall enthusiasm for their work.
Remember, employee motivation is a complex issue, and there may be many factors that contribute to changes in motivation levels. To get the best understanding use a combination of methods to measure the effectiveness of your motivation efforts and to continuously evaluate and adjust your strategies based on feedback and results.