Strategies to Motivate Your Employees (& Boost Productivity)

Motivating employees is a vital aspect of running a successful business. However, it’s a challenge that many startups face. Unmotivated employees can lead to a decrease in productivity, a higher turnover rate, and even customer dissatisfaction.

As a business owner or manager, it’s crucial to find effective strategies to inspire and engage your workforce.

Strategy 1: Set Clear Goals and Expectations

One of the fundamental elements of motivating employees is providing them with clear goals and expectations. When employees know what is expected of them and have a clear understanding of their role within the organization, they are more likely to feel motivated and focused.

According to a study published in the Journal of Applied Psychology, employees who had specific and challenging goals performed better than those with vague or no goals. Clear goals provide employees with a sense of direction, clarity, and purpose.

Here are two actionable tips when trying to set goals:

• Define Specific and Measurable Goals: Instead of vague objectives, set specific and measurable goals that employees can strive to achieve. For example, instead of saying “Increase sales,” a specific goal could be “Increase sales by 10% in the next quarter.”
• Make Goals Achievable: Ensure that the goals set for employees are attainable and realistic. Setting overly ambitious goals can lead to demotivation if they seem unattainable. Break larger goals into smaller, manageable milestones to provide a sense of progress and achievement along the way.

For example, Google’s OKR System Google has successfully implemented the Objectives and Key Results (OKR) system, which involves setting ambitious yet achievable goals. Each employee has their own set of objectives, and progress is tracked using measurable key results. This approach helps employees stay focused, aligned with company objectives, and motivated to achieve their goals.

By setting clear goals and expectations, you provide your employees with a roadmap for success, enabling them to understand their priorities and work towards achieving tangible outcomes.

Strategy 2: Provide Regular?Feedback

Feedback is a powerful tool for motivating employees and facilitating their professional growth. It allows you to communicate expectations, recognize achievements, and provide guidance for improvement.

Research conducted by Gallup revealed that employees who received regular feedback from their managers showed higher engagement levels compared to those who received feedback infrequently or not at all. Regular feedback fosters a sense of involvement, helps employees stay on track, and supports their professional development.

Keep these two things in mind when you’re looking to provide feedback:

• Foster Open Communication: Create an environment where open and honest communication is encouraged. Establish regular check-ins, whether through one-on-one meetings or performance evaluations, to discuss progress, address concerns, and provide feedback.
• Be Timely and Specific: Deliver feedback promptly and provide specific examples to make it more meaningful. Instead of vague statements like “Good job,” provide specific details about what the employee did well and why it matters. Similarly, when addressing areas for improvement, offer constructive feedback that is actionable and provides clear guidance.

By providing regular feedback, you demonstrate that you value your employees’ efforts and contributions. But ensure two-way communication, which promotes growth, boosts morale and enhances employee motivation, ultimately leading to improved productivity and performance.

Adobe has a “Check-in Approach”, where employees and managers hold frequent conversations to discuss progress, performance, and development opportunities. These check-ins provide a platform for ongoing feedback, enabling employees to receive timely guidance and recognition.

Strategy 3: Give Employees a Sense of Ownership

Empowering employees and fostering a sense of ownership can significantly enhance their motivation and engagement levels. When employees feel valued and involved in decision-making processes, they develop a deeper commitment to their work and the organization.

Here are actionable tips to implement this strategy effectively:

• Encourage Idea Contribution: Create platforms or channels where employees can freely share their ideas, suggestions, and solutions. Actively seek their input on projects, processes, and decision-making. Implement a system that recognizes and rewards innovative ideas.
• Delegate Decision-Making: Delegate decision-making authority to employees whenever possible. Give them the autonomy to make decisions within their roles, which not only increases their sense of ownership but also enhances their problem-solving skills and confidence.

Zappos, the online shoe retailer, adopted a holacracy approach that distributes decision-making power throughout the organization. Employees have the freedom to make decisions within their respective roles, fostering a culture of ownership, accountability, and entrepreneurial thinking.

A study published in the Journal of Applied Psychology found that employees who perceive a higher level of psychological ownership in their work demonstrate greater engagement and commitment to their organizations. When employees feel a sense of ownership, they are more motivated to contribute to their best efforts.

Strategy 4: Recognize and Reward Employee Achievements

Recognizing and rewarding employee achievements is a powerful motivator that fosters a positive work environment and encourages continued success. Acknowledging employees’ contributions and efforts boosts their morale, reinforces desired behaviors, and cultivates a culture of appreciation; here’s how:

• Timely and Genuine Recognition: Provide immediate and sincere recognition when employees achieve milestones or demonstrate exceptional performance. Express your appreciation verbally, through personalized notes, or in team meetings to highlight their accomplishments and the impact they have made.
• Tailor Rewards to Individual Preferences: Understand what motivates each employee individually and tailor rewards accordingly. Some employees may prefer public recognition, while others might value tangible rewards such as bonuses or additional time off. Customizing rewards demonstrates that you value their unique contributions.

According to a study conducted by SHRM/Globoforce, 78% of employees who received recognition at work agreed that it motivated them to perform better. For example, Salesforce, the cloud-based software company, implemented the V2MOM (Vision, Values, Methods, Obstacles, and Measures) recognition program. It allows employees to publicly recognize their peers’ outstanding work and contributions. This peer-to-peer recognition reinforces a positive culture and fosters a sense of appreciation among team members.

Strategy 5: Create a Positive Work Environment

A positive work environment plays a crucial role in motivating employees and fostering their productivity. Patagonia is renowned for its commitment to work-life balance. They offer employees on-site childcare, flexible work hours, and the option for employees to take paid time off to engage in environmental volunteer work. These initiatives contribute to a positive work environment and employee well-being. Here are two things you can do:

• Foster a Culture of Respect: Promote a culture of respect where employees treat one another with kindness, empathy, and professionalism. Encourage open communication, active listening, and constructive feedback. Address any conflicts or issues promptly and ensure a safe and inclusive workplace for all.
• Support Work-Life Balance: Recognize the importance of work-life balance and support employees in maintaining it. Offer flexible work arrangements, encourage breaks, and discourage excessive overtime. Show understanding and accommodate personal commitments when feasible.

The Journal of Occupational and Organizational Psychology highlights that a positive work environment positively affects employee well-being, job satisfaction, and commitment to the organization. It reduces stress levels, improves morale, and fosters a sense of belonging.

The bottom?line

Motivated employees are underrated assets. They are more productive, engaged, and loyal. Motivated employees are also more likely to stay with your company, reducing turnover and the associated costs of recruitment and training.