How to Improve Employee Motivation: 5 Strategies

Employee Motivation

Many a time, motivation and employees are not on the same page. Employees are tired, stressed, and uninspired. They lack the willingness to take up new opportunities. On the other hand, an inspired employee adds a competitive edge. He delivers more than expected and performs better than disengaged and apathetic employees. 

Different employees have different motivations. There are employees who work to win. They want to be the best. They set their standards and parameters. Some employees feel inspired when they connect with people. They have strong networking skills and are people’s people. They love collaborations and are team players. A bunch of few employees have the drive to lead, influence, and seek responsibilities. 

Broadly, motivation is categorised into two. One that comes from within, also known as intrinsic, is something like an inner fire, and the other is due to external factors, like money, a certain lifestyle, etc., also known as extrinsic or the outside push. Employees with inner fire get content when a difficult job is done or when they have learned a new skill. It leads to deep engagement, innovation, and long-term satisfaction. These employees need to be trusted to make a decision. Employees requiring extrinsic motivation are the ones who get inspired by performance bonuses, promotions, perquisites, spot recognitions, etc. They work to meet expectations and love to finish tasks on time. 

A smart employer/boss knows how to use motivational strategies to get the best from all employees. Five motivational strategies are discussed below:

1.Acknowledge and reward meaningfully.

Recognition, acknowledgement, and rewards motivate employees to do better every time. 

Why it works: Acknowledgement acts as a stimulus. It pushes employees to perform better. Employees feel respected, valued, and cherished after receiving appreciation and recognition.

How to Implement

• A “shout-out session” can be added to the schedule of HR.
• Introduction of "Employee of the Month" in all the teams.
• Highlighting daily or weekly achievers by creating a kudos wall online or physically is also a good idea.
• Personalized gifts like gift cards, entry passes to a concert of their favourite singer, a spa day, etc.
• A “thank you“ note to appreciate contributions can also work.    

Moreover, at Pluxee, we have a reward and recognition suite specifically designed for employee benefits. We have a tailor gift card that can be enabled in 5+ million RuPay outlets. Our e-gift card is delivered within 24 hours and is perfect for all occasions. Let's celebrate our employees' brilliance and fuel their journey to excellence.

For more information, please read https://www.pluxee.in/blog/employee-benefits-in-india-go-to-guide-for-employee-benefits-in-india/.

2. Create Clear Career Growth Paths

When an organisation can give a satisfying reply to the employee when asked, “Where do you see me in the next five years?“, it shows that the organisation has a clear career growth plan for each employee. 

Why it works: Employees seek change when they don’t find purpose in the current organization. They feel stuck. Career growth paths encourage dedication, loyalty, and allegiance. 

How to implement?

• Offer internship programs.
• Provide free access to paid courses.
• Six-monthly review of career check-ins.
• Sharing success stories of internal promotions.
• Encourage self-sufficiency and trust.

3. Promoting autonomy and trust 

Promoting autonomy and trust can encourage employees to be independent decision-makers and also ensure that they take full ownership of their decisions. It incorporates a sense of responsibility.

Why does it work?: Decision-making is a freedom, and it comes with a higher responsibility. An employee's confidence, self-worth, and enthusiasm increase tenfold when they make decisions on behalf of the organization. It boosts their willpower and also instills a feeling of responsibility.

How to implement?

• Reduce micromanagement.
• Give an option of WFH/flexible work environment as and when necessary.
• Delegate responsibilities, not mere tasks. 

The center of attention should be on the outcomes and not on hours worked. 

4. Promote the goal and purpose.

Many employees face disengagement because they don't know where their efforts are going. They are not able to envision how their work is benefiting their organization. 

Why does it work?: Employees are disinterested and disengaged because they don't know what purpose they are serving in the organization. Every employee wants to be a contributing member of the organization, and when they cannot see it, they tend to be disinterested. They are unable to visualize their presence and can’t justify their association with the organization. 

How to implement?

• Connect individual roles to the organization’s mission.
• Promote cross-functional collaborations.
• Start a weekly session of “Why We Matter“.
• Involve the team in CSR activities.     

A periodic reminder of how individual employees and team efforts make an impact on the growth of the organization can help boost purpose and connection. 

5. Emphasize well-being and work-life balance.

Employee well-being and work-life balance play a pivotal role in an organization's success. We have seen the disastrous effects of not prioritizing well-being and work-life balance. 

Why does it work?: Long hours impair judgment. Inspired minds are better decision-makers. They are more productive and efficient. 

How to implement?

• Free access to health camps, including mental health camps.
• Incorporating Fun Friday activities to ease stress.
• Regular counselling of employees on health and well-being. 

A refreshed and energized employee can make up their mind easily, have a fresh look at problems, and make decisions accordingly. A motivated employee can contribute to the overall success of the organization.

Motivation is a mindset, an attitude, and a belief that empowers people, appreciates hard work, and aligns vision with the company. A motivated employee understands the unspoken words and works to grow along with the organization.