Employee Motivation: A Discipline Worth Playing

Motivation is the engine that drives not only individuals but entire companies. When employees are motivated, they perform better, are more loyal, and bring fresh ideas to the table. The challenge is that motivation isn’t universal—what works for one person might be completely ineffective for another. So, how do you find out what truly motivates your people and how to keep them engaged in the long run? Let’s break it down.

What Is Motivation and Why Is It Important?

Motivation is the driving force that makes us do things—and do them well. It can be divided into intrinsic and extrinsic motivation. Intrinsic motivation means doing something because you enjoy it and find it meaningful. Extrinsic motivation is tied to rewards, such as money, praise, or promotions. Intrinsic motivation is “I do this because I want to,” while extrinsic motivation is “I do this because I get something in return.”

But is extrinsic motivation really motivation? In a psychology lecture on motivation, I once heard this:
“There is only one motivation, and that is intrinsic. Everything else is just inspiration.”
I loved this perspective, so I had to share it.

But let’s not get lost in terminology—let’s look at motivation in the context of work. In the workplace, the key is to motivate employees and keep them loyal. That’s where the concept of engagement comes in—feeling involved, invested, and knowing that what you do matters. This is the foundation of long-term motivation and job satisfaction. Without engagement, extrinsic motivation will only work in the short term.

Companies should care about this because when employees lose motivation, it’s not just their performance that suffers—it’s the whole company. If employees are operating on autopilot and productivity stagnates, the problem isn’t them—it’s the company. And that’s on you.

Types of Motivation: What Works for Whom?

Everyone is different. What motivates one person might not work for another. The key is to figure out what drives each individual and leverage that knowledge. A good leader should have an eye for this. If you know what motivates your people, you’re halfway there. If you don’t, you’ll end up managing through trial and error—and that won’t work for long. Let’s explore the different ways to motivate employees.

Financial Motivation

Fair pay, bonuses, meal vouchers, or travel allowances—these are fundamental. Money is great, but if the work lacks meaning, it won’t be enough in the long run. It’s like in personal relationships—a fancy gift is nice, but if your partner never tells you they love you, it won’t last forever. Money motivates in the short term, but recognition and meaningful work keep employees around longer.

Non-Financial Motivation

Non-financial motivation is about feeling valued. It often comes through company benefits and work culture. Flexible hours, remote work, career development opportunities, or extra days off show that the company understands employees aren’t machines.

Positive vs. Negative Motivation

Positive motivation comes in the form of praise and recognition. Who wouldn’t want to feel valued when their boss acknowledges their work in front of the team? Well, actually—not everyone. Some people hate public recognition but appreciate a simple thank-you in private. And that’s the key—understanding what matters to each person.

On the other hand, negative motivation, such as public criticism in front of colleagues or penalties for missed deadlines, might work in the short term, but in the long run, it destroys morale. Employees will do only the bare minimum, and forget about initiative or creativity.

And What About Something Extra?

And then there’s something extra – like a sabbatical, a wellness day, or an additional day off. A small surprise that shows the company values its people can sometimes work better than a big bonus. Because let’s be honest – a bonus disappears into your bank account, but a day off?

How to Find Out What Motivates Your Employees?

Want to know what really motivates your employees? Ask them! No guessing in the dark. Regular feedback, conversations, or an engagement survey will show you what works and what doesn’t.

Most companies conduct engagement surveys once a year – like a report card for the company and management. But honestly? Just checking it off the list isn’t enough. If you’re going to do it, use it. Set up focus groups, go through the results in detail, and create an action plan. Otherwise, it’s just a waste of time.

But you don’t have to start with a huge engagement survey project. The best insights often come from simply engaging with people. What about the famous company coffee break in the kitchen, a team-building event, or a night out with colleagues? And in regular one-on-ones, a good leader should never overlook this. If you want solid data, a simple Google Forms survey or solutions like Sloneek can help. People will tell you – you just need to ask them the right way. And that’s really not that hard.

The Role of HR and Managers: Who Leads the Way?

For motivation to work in a company, HR and managers need to be on the same page. Just be human, listen, and think things through. Because saying, “That won’t work…” is the fastest way to demotivate everyone.

A manager is often the first person an employee turns to, so their approach makes a huge difference. A weak leader who just hands out tasks without understanding what drives their team is worse than a Monday morning meeting at 7 AM.

Strong leadership skills are essential. When a manager knows what works for each team member, half the battle is won. And regular employee evaluations? They shouldn’t just be about what’s wrong. And most importantly, forget about the “sandwich feedback” approach – “You’re great, but this was terrible, but otherwise, good job.” People aren’t stupid; they’ll see through that immediately. Be honest, direct, and constructive.

And what about career growth? If employees don’t see opportunities to move forward – whether climbing the ranks or deepening their expertise – they’ll jump ship at the first LinkedIn offer. Work with talent, offer training, mentoring, and a clear path for growth. And if you need to boost morale at a company meeting or spice up the office bulletin board, check out some motivational quotes. Sometimes, the right words at the right time make all the difference.

How to Motivate Someone in a Slump?

When you see someone losing energy, looking down, or showing early signs of burnout, it’s time to step in. And no, you don’t have to jump around like a cheerleader in an American rom-com. Just sit down with them and figure out what’s going on – especially if they’re a key employee.

✅ If possible, offer a sabbatical or extra time off. Sometimes, people just need to completely unplug to reset their motivation.
✅ If it’s an option, provide psychological support – access to a therapist or a coach can be a game-changer.
✅ Consider changing their workload. Maybe they’re stuck in a role that no longer excites them and need a new challenge.

Be attentive. Sometimes, just showing that you genuinely care is the best motivation of all.

Employee Motivation Is Not a One-Time Fix

Motivating employees is a long-term effort. A one-time bonus or team-building event won’t work miracles if people don’t find meaning in their work or feel they are being treated fairly. Regular evaluations, feedback, and clear goals are essential.

If you’re looking for more tips on motivation, check out articles on employee benefits or get inspired by motivational quotes. And most importantly – never forget the key to success: A happy employee = a productive employee. And that’s a win-win for everyone. 😎