EMPLOYEE MOTIVATION: Best Practices On How To Motivate Employees


Employee motivation is an essential component of any successful business. It is the driving force that motivates people to achieve their goals, which adds to the overall success of the firm.
In this post, we will address employee motivation, give you practical and effective techniques to improve it and assist you in realizing the full potential of your team.

What is Employee Motivation?

Employee motivation refers to the level of dedication, drive, and innovation that your staff brings to work every day. It has a significant impact on practically every aspect of your business, whether favorable or negative. Employee motivation improves productivity and sets examples for the rest of the workforce by going above and beyond to complete their tasks. Unmotivated employees simply perform what is necessary to get by, and they are more likely to start looking for other jobs.

Fortunately, your company can promote employee motivation. Organizations can turn to specific incentives tailored to their employees in addition to the obvious levers available to any corporation, such as raises and promotions. Offering flexibility in work arrangements, professional development opportunities, and developing recognition initiatives are just a few of the techniques that companies may use to keep their staff motivated.

Best Strategies For Employee Motivation

An organization must recognize that not all employees are clones. They are distinct individuals with distinct characteristics. Thus, in order to properly motivate your employees, you must first gain a greater grasp of the many types and methods of motivation.

As a result, you will be able to properly categorize your people and apply the appropriate type of motivation to boost employee engagement and job satisfaction. Some employees are more responsive to intrinsic motivation, while others may be more responsive to extrinsic motivation.

Employee motivation is all about how involved and empowered an employee feels in relation to the organization’s goals. There are two kinds of motivation:

#1. Intrinsic Motivation

Intrinsic motivation refers to an individual’s motivation coming from inside. He or she wants to do well at work since the results are consistent with his or her belief system.

The strongest motivational aspect is typically an individual’s deeply held views. Acceptance, curiosity, honor, and a desire to succeed are all characteristics shared by such people.
Positive employee feedback, as well as praise, has been found in studies to improve intrinsic motivation. So, if you are a manager, supervisor, or in a position of leadership, please be deliberate in your feedback or appreciation. Make it empowering, and make sure your staff understands your expectations.

#3. Extrinsic Motivation

Extrinsic motivation, on the other hand, refers to an individual’s motivation being stimulated by external variables such as rewards and recognition. As a result, some people may never be personally motivated, and only external motivation will help them complete their duties.

Furthermore, research indicates that extrinsic rewards might occasionally increase a person’s motivation to learn a new skill set. Furthermore, prizes such as bonuses, perks, trophies, and so on can motivate people or provide real feedback.

What Are Some of the Benefits of Employee Motivation?

#1. Increased productivity

It should come as no surprise that employing employee motivation tactics encourages workers to perform more productively, which leads to higher revenue. However, few individuals realize that a productive manner of working also improves employee experience by promoting increased job satisfaction.

#2. More creativity

Motivating employees with prizes and other benefits fosters an innovative culture. Employees want to challenge themselves when they feel valued and encouraged by their organization. As a result, the importance of workplace motivation should never be ignored, as it promotes progress. Furthermore, managers that understand what benefits inspire their workers often get the best results.

#3. Lower absenteeism levels

Employers who recognize the importance of motivation in management understand that supporting, rather than critical, leaders get the most out of their people. Employee absence rates tend to be lower when a manager is concerned about their team’s workload and well-being because they feel less pressured and overwhelmed.

#4. Lower levels of employee turnover

Employee perks and motivation complement one other and contribute to extraordinarily high retention rates. Employees are highly motivated and are unlikely to seek another position when they receive perks in addition to reward incentives. Particularly if other corporations are unable to match their remuneration plan.

#5. Excellent reputation and increased recruitment for your organization

Organizations that know how to boost employee motivation frequently provide outstanding employee experiences and have a strong corporate brand. This, however, does not happen overnight. Data-driven tactics that rely on employee feedback result in a strong internal brand. Businesses that have created brand ambassadors, or happy and engaged staff, are more likely to retain and attract top talent.

Herzberg’s Theory of Employee Motivation

According to Herzberg’s employee motivation theory, or two-factor theory, there are two aspects that a business can modify to influence workplace motivation levels.
Herzberg recognized the following two factors:

  • Motivating factors: In the presence of motivating elements, employees are encouraged to work harder. They are the elements encountered at labor.
  • Factors affecting hygiene: Employees won’t perform at their highest level at work if hygiene variables are not present. Thus, hygiene considerations are environmental elements that influence employee behavior.

The following are some examples of motivators and hygienic factors.

Motivators Hygiene Factors 
Recognition Security 
Growth Company Policies 
Achievements Salary 
The work itselfWork conditions 
Responsibility Manager/supervisor 

There are four statistics at work here:

  • High standards of hygiene and motivation: It is the perfect circumstance for any manager or supervisor to be in. All of the personnel here are ecstatically motivated and have few complaints.
  • Low motivation and poor hygiene: Employees in this environment are not only unmotivated but also have very few complaints. Employees are compensated well in this environment, yet the work is not particularly enjoyable. Employees simply pick up their pay stubs and go.
  • High motivation and poor hygiene: Employees are highly driven, but they also have numerous complaints, especially when the work is incredibly engaging yet the employees are not paid market rates.
  • Low motivation and poor hygiene: It’s pointless to speculate when the situation is obviously dire. Employee motivation and cleanliness measures are lacking in this situation.

How Can Herzberg’s Employee Motivation Theory Be Applied in Practice?

Herzberg’s motivation theory can be applied in the workplace to boost employee motivation by identifying and addressing the elements that drive or detract from motivation. To put the theory into practice:

  1. First and foremost, correct and reform bureaucratic company policies. As a result, ensure that your Human Resources is competitive with other firms and that they understand the leadership’s objectives. Keeping both in mind, policymakers may create policies that benefit everyone.
  2. Furthermore, ensure that your supervisors are mentors as well as bosses. Every employee should be valued and supported.
  3. Organizational culture is quite important in this context.
  4. Make certain that the remuneration, perks, and bonuses are market-appropriate. As a result, if you do not adequately compensate your employees, why should they be motivated to take initiative?
  5. Employees will be satisfied and feel their occupations are meaningful if they are well-designed.
  6. Delegate responsibility to your staff and make them feel appreciated. Respect their individuality, take their input seriously, and take action if necessary.

How to Motivate Employees: 15 Employee Motivation Tips

Motivational variables are changing as the workforce of today differs significantly from that of 10 years ago.
Every employee is unique, and not all of them are motivated in the same way. There are, however, a few employee motivation techniques that every employer should implement.

#1. Select the best leaders

It is critical for employee motivation to assign the correct personnel to lead employees. A good leader has the ability to highly motivate and engage their followers.

#2. Mentor your supervisors

Continuous management growth and coaching are required to maintain high levels of employee motivation. Employee traits and motivational variables fluctuate as the workforce evolves.

#3. Establish specific yet attainable engagement objectives

Managers and leaders should be in charge of setting clear and quantifiable engagement goals and targets. Employees that have specific objectives are more driven to attain them.

#4. Hold someone responsible

Leaders should be held accountable after defining goals. In other words, if targets are not met, managers should be held accountable for determining why engagement levels are low. Furthermore, they should be the ones that define tactics and procedures for improvement.

#5. Enhance internal communication

This one is critical! Employee motivation and engagement are extremely low in companies with inadequate employee communication. Employees who are not informed and believe they are falling behind are considerably more difficult to encourage.
Increase your internal communications strategy and watch your staff become more engaged.

#6. Recognize and appreciate employees’ efforts and contributions

Employees must be aware that their efforts are appreciated. If they set and completed their goals, they should understand how this reflects on the performance of your firm.

#7. Provide organized feedback

Feedback, whether positive or negative, is required. Continuous feedback keeps staff informed and allows them to identify areas for development.

#8. Recognize and reward your employees

Don’t forget to recognize and reward good effort. Every organization should prioritize recognition and awards. However, be certain that you reward your employees with something they appreciate.

#9. Maintain contact with your staff

Good leaders frequently connect on both personal and professional levels with their staff. Keep in mind that not everything at all times must be about work.

#10. Create a happy work environment

Healthy workplace settings are those in which employees feel free to speak up, respected, trust their leaders, and have positive connections with their coworkers. How clean is your workplace?

#11. Foster creativity and innovation

Younger generations, such as Millennials and Generation Z, enjoy being active in all parts of the business. Allow them to be creative and value their ideas and endeavors.

#12. Give your staff authority.

Allow staff more discretion in making decisions. It’s difficult to stay motivated when your entire profession revolves around what other people tell you to do. As a result, employee empowerment is critical for increasing employee motivation.

#13. Implement programs for learning and development

Employee development and learning are excellent strategies to keep your employees motivated. Track their progress, teach them new skills, and advance them to higher-level positions with additional responsibilities.

#14. Consider employee well-being.

Consider your employees’ well-being and work-life balance. Employees that are highly driven and engaged also burn out more quickly. Take good care of your top performers!

#15. Make certain that you understand what motivates them.

Not every employee is the same, and not every employee is driven by the same things. Some people prefer monetary prizes, while others welcome appreciation in the form of kind words or a gentle touch.

How to Assess (And Sustain) Employee Motivation

Measuring employee motivation is tough to quantify. The only true method to gauge this is to understand how employees truly feel. Some professionals use employee engagement software, while others hold frequent one-on-one sessions.

Annual surveys are too rare, difficult to measure, and lengthy. Employees may have been dealing with these issues for up to a year by the time you ask for comments in an annual survey, and they may be negatively impacting the company. Instead, we recommend that you hunt for a private pulse survey platform.

It will enable you to run short, regular surveys, making it easier for HR to swiftly acquire and act on critical feedback on what motivates employees. Employees may find it difficult to be honest in face-to-face interviews with business leaders or HR members, therefore private questions are a wonderful approach to gaining a thorough picture of the firm.

The best solutions will show your results in real-time on a dashboard, allowing you to easily measure trends and spot issues before they become bigger ones. This also allows you to learn what motivates staff and what they believe is holding them back, allowing you to quickly adopt a solution. You can also check in with them on a regular basis to see if anything has improved or changed.

Showing that you care, listening, and acting on what is important to them will – in the end – retain motivation.


A pleasant work environment is the only way to reach the top. A great work atmosphere will boost employee motivation and keep them focused and committed.
To summarize, when employees are motivated, they are engaged or emotionally immersed in their work. Engagement ensures efficient functioning, which boosts the organization’s overall output.


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