4 strategies that will motivate your employees

At some point, every manager has struggled to find the best way to motivate their employees. It can be challenging to keep everyone on their toes and working hard when there are so many different personalities in the office. 

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However, a few strategies seem to work for almost everyone. Here are four of the most popular motivators you can use.

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What motivates employees, anyway?

When researchers reviewed motivation studies from the past 40 years, the top motivators shifted almost every decade. More recent studies of employee motivation and work-life balance show that motivation varies based on

• The number of years you’ve been in a job
• The cultural values of your generation

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However, certain trends emerged. Many employees are most motivated when:

1. They believe they are paid well for the work. 
2. They know why the work matters. 
3. They’re capable of doing the work.
4. They have the freedom to solve problems on their own without too much oversight (autonomy).

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More: Employee engagement statistics you should know.

Leadership strategies to motivate employees

Based on these four motivators, we recommend four respective strategies to help improve motivation. This applies whether they want to inspire great work remotely or in the office. The key is to offer resources and get out of your talent’s way, giving them a clear path to great achievements.

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1. Benchmark your compensation and advancement

Many employers feel they pay generously. It’s easy to think that employees should be grateful for what you give them.

Realistically, employees will always compare your offerings to other similar roles.

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It pays to know where your salaries fall compared to the market rate. Low wages could explain employees seeming unmotivated.

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Keep in mind advancement too. Some employees will be content to do the same role for decades. Most employees, however, want a change of pace and new responsibilities. Employees may become unmotivated if you offer fewer opportunities to grow than other companies.

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2. Create structures to show how both the work and the role are meaningful

From a clear mission statement to detailed job descriptions, you can help employees see their work as meaningful.

If the company has an inspiring mission, make it core to how you talk with your team. 

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Even for a less mission-driven organization, it's motivating to show how important each person's work is to the entire project because their team depends on it. Team building activities at work often involve sharing each person’s role, so everyone feels more engaged.

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3. When possible, address productivity and motivation separately

A major research finding is that you can’t use motivation to solve skill-related issues.

Try to understand if your employee is struggling with the work itself or struggling to be motivated.

If they cannot do the work up to standard, work on coaching, training, and connecting with peers for tips. 

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Just trying to motivate people struggling with the work itself won’t work! Once you know you have someone who can do the job adequately, you can address motivation.

4. Empower employees by reducing micromanaging

Great managers work hard to give their teams autonomy.

However, even strong managers can find themselves too involved in the details of daily work. In particular, managing remotely can make it feel like more hands-on approaches to management are needed. To combat micromanaging, try these strategies:

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1. Experiment with new agendas for one-on-ones. A meeting that begins with a report on what the employee has been doing can be very enlightening. Ask questions like “What can I do to keep things moving for your projects?” 
2. If you offer suggestions as a manager, many employees will believe they must follow that method. Practice asking, “tell me more about why you’re doing it this way”, before jumping in with your plan. Most employees will have higher morale if they carry out a project “their way.” 
3. Take a class on a coaching style of leadership. Coaching keeps the employee’s autonomy front and center. You then are their experienced mentor, cheering them on and offering guidance when they want it.

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Still need more approaches? Try other strategies to increase employee motivation

Employee motivation is generally tied to one or more of these four drivers. That being said, how you improve people’s connection at work, perception of compensation, and feelings of autonomy can vary greatly. Here are more ideas to help:

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• Explore employee motivation theory to dive deeper into the inner workings of motivation
• Check out these employee motivation ideas to make short-term interventions at your workplace.
• Consider circulating a survey on employee motivation to get more insight into your current company climate.
• Widen your evaluation to include broader employee engagement solutions. Consider how you might use employee engagement apps that also help with motivation.

Use our virtual employee engagement platform to gauge and boost motivation.