Motivation matters for employee engagement, especially in these stressful times. A study has shown only 15% of employees feel engaged with their jobs. The staggeringly low number comes from a widespread culture of work as a means of survival and nothing more. Nobody denies that a job is needed to survive in today’s economy.
However, employers still need to make employees feel motivated and cared for. Survival isn’t living, and it’s basic human empathy to treat employees with basic human empathy, not as cogs in some terrifying machine. Motivation must come from many sources, and this article will tackle why it matters for employee engagement.
Why Does Motivation Matter for Employees?
Motivation matters simply because it’s what drives people to work. Abusive workplaces threaten employees with firings or pay cuts to keep things moving. Some don’t even resort to that and instead neglect employees under the belief that it’s the only option they have and will never leave.
That is not motivation. That is fear. Studies show that such toxic workplaces do not last very long, especially among startups with no accolades to justify their overconfidence. Motivation comes in many forms, but it’s important to establish that fear is not, and will not, ever be an effective long-term tool for workplace stability.
Intrinsic motivation
Intrinsic motivation comes from within the individual. People can derive this motivation from personal satisfaction, interest in the work, and the desire to achieve personal goals. In short, people do the job because they like it, not just because it pays the bills.
Some people say that if you choose a job you love, you won’t work a day in your life. It’s good to be passionate about a job, but it should never come at the cost of mental health, no matter how much an employee believes in themselves. Because at the end of the day, work isn’t just about fulfillment. It’s also a transaction of skills and services.
Extrinsic motivation
Extrinsic motivation is the label for external factors towards motivation. Rewards such as salary, bonuses, promotions, and recognition fall under this category. These rewards are what make everyday life and other luxuries possible. Work without compensation is a hobby at best, indentured servitude at worst.
While extrinsic motivation can drive performance and compliance, employers must balance this with intrinsic motivation to sustain long-term engagement and satisfaction. Employees who only stay with a career path for monetary gain will leave once a better offer arises, leaving companies behind in a heartbeat.
6 Strategies for Motivating Employees to Increase Engagement
Now that you understand the nuances of employee motivation, it’s time to focus on the strategies that engage employees and motivate them in the workplace. These will cover the most reliable ways to encourage employee engagement in a broader sense.
1. Create a positive and inclusive work culture.
A positive and inclusive work culture is essential to build a happier workforce. Promote diversity and make sure everyone feels respected and valued. Employees who feel included and part of a team are more likely to be engaged with their jobs. Encouraging different perspectives and ideas can lead to more innovative solutions and a more dynamic work environment.
2. Offer opportunities for professional growth and development.
Invest in your employees’ professional growth to show how invested you are in their future. Whether they stick with you or not, people must become better versions of themselves by simply working with your company. If they stay, you have a steadfast and skilled employee. If they leave, your company gains a reputation for building up capable candidates, ensuring a steady flow of talent.
3. Recognize and reward achievements and contributions.
Everyone deserves recognition for their hard work. Celebrating achievements and contributions can significantly boost morale and motivation. Whether it’s through formal recognition programs or simple gestures like showing appreciation through gifts, employees will appreciate the positive affirmation of their contributions. Personalized recognition goes a long way toward employee retention.
4. Provide regular feedback and support.
Regular feedback and support are crucial for keeping employees motivated, as well as providing clarity on strengths and areas for improvement. These can be accomplished through one-on-one meetings and proactive feedback on projects. Offering support through mentorship and coaching helps employees feel guided and supported in their professional journey.
5. Encourage autonomy and empower employees to make decisions.
Giving employees independence in how they work fosters a sense of ownership and responsibility. Empowering them to make choices and providing the necessary resources and authority helps boost their confidence and motivation. Most importantly, it makes them feel like their own person instead of an automaton for the company’s whims.
6. Foster open communication and collaboration.
Open communication and collaboration are vital for a motivated workforce. Encouraging open dialogue and making sure employees feel heard builds trust and transparency. Creating a collaborative work environment where team members can share ideas and work together strengthens relationships and enhances overall productivity. Regular team meetings and using collaborative tools can help facilitate communication and ensure everyone is aligned and working towards common goals.
Final Thoughts
Remember, motivating employees and keeping them engaged isn’t just a way to drive up profits or productivity. It’s essential for making your employees feel valued, not just because you say so, but because you show it through action.
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