5 Effective Strategies to Motivate Employees (Part 1) | Safe and Sound
According to psychology experts, motivating employees plays a crucial role in maintaining their enthusiasm and performance. Motivating employees isn't simply about providing salaries and bonuses; it also requires strategies that help employees feel connected and valued in the workplace, thereby boosting their motivation. Below are five motivational strategies recommended by psychology experts.
Phi Thuy Linh | Bachelor of Public Health – Application of Safe and Sound Mental Health Care
Institute of Applied Medical Technology
1. Create a positive work environment.
Image 1: A positive work environment helps improve employee morale and increase work performance.
A positive work environment not only makes employees happy but also boosts productivity and fosters long-term commitment to the organization. Here are some key strategies for creating an inspiring workspace.
1.1. Building a positive work culture
According to psychology experts, a healthy work environment begins with respect and fairness. Employees need to be treated equally, regardless of rank or position. To encourage open communication, many companies hold quarterly open meetings where employees can contribute their opinions directly to leadership.
For example:
- Organize a "Colleague Appreciation Day" every month, where employees can write thank-you notes to their colleagues.
- Management encourages employees to contribute ideas through quarterly open meetings. This helps foster engagement and build a respectful and transparent work environment.
1.2. Providing opportunities for development
Employees will be more motivated if they see opportunities for growth in their work. Internal training, professional workshops, or supporting employees in participating in external courses are effective ways to enhance employee capabilities, as recommended by psychology experts.
For example:
- Organize internal training programs where employees can enroll to learn new skills such as time management, leadership skills, or new technologies.
- There is a clear career progression path, helping employees understand the requirements for reaching higher positions.
1.3. Creating a comfortable working environment
The workspace greatly impacts employee morale and productivity. A comfortable office should have adequate lighting, greenery, and relaxation areas to help reduce stress.
For example:
- Implementing a hybrid work policy, allowing employees to work remotely two days a week to balance work and life.
- Provide free psychological counseling services to support the mental health of employees when they experience work-related stress, thereby helping employees feel cared for and more motivated to work.
1.4. Recognizing and rewarding employees
Psychologists share that recognizing employee contributions is crucial for maintaining motivation. A compliment from a superior or a well-deserved reward will help them feel that their efforts are valued by the company.
For example:
- Implement a "Employee of the Month" ranking system, where employees with outstanding achievements are recognized and receive cash rewards or shopping vouchers.
- Company leaders can also send monthly emails to thank employees for their important contributions. These small actions help increase employee engagement with the organization.
1.5. Creating motivation from shared mission and values
Employees will be more productive if they feel their work is meaningful. When an organization has a clear mission and aligned community values, employees will find it easier to be motivated.
For example, if your company operates in the environmental protection sector, organize sharing sessions about the impact of your work on the natural environment. This way, employees not only work to earn a living but also feel they are contributing to a larger goal. This fosters commitment and passion in their work.
2. Recognize and reward appropriately.
Properly recognizing and rewarding employees not only makes them feel appreciated but also boosts motivation and increases productivity. Psychologists point out that when employees receive praise or well-deserved rewards, their brains release dopamine, a happiness hormone that makes them feel excited and more motivated to work.
Image 2: Rewarding employees properly helps motivate them and increase productivity.
2.1. Public recognition to create collective motivation
Public recognition helps employees feel proud of their achievements and motivates other colleagues to strive for even greater success.
For example:
- Hold a monthly review meeting and honor outstanding employees in front of the entire company. These employees receive certificates and small rewards such as shopping vouchers or dining vouchers.
- During the weekly meeting, the team manager dedicates 5 minutes to announcing the most effective individual or team of the week. This helps create a positive work environment and encourages healthy competition.
2.2. Timely recognition ensures employees immediately see the value of their contributions.
Psychologists say that acknowledging employees' achievements immediately helps them feel appreciated and motivates them to continue striving.
For example:
- When an employee successfully completed a major contract, the company's CEO sent an email to the employee to commend them and encourage them to continue their success.
- The company has a "Per-Time Bonus" policy, where employees who achieve outstanding performance will receive an immediate reward such as a free lunch, gift card, etc., instead of waiting until the end of the month or quarter.
2.3. Personalize rewards to suit each employee.
Each employee will have different motivations, so rewards should be flexible to suit their preferences and needs, avoiding generic rewards or gifts that might feel like a perfunctory formality.
For example:
- This employee enjoys professional development, so when he achieves outstanding results, the company rewards him with an online course instead of a cash bonus.
- Hoa just completed a major project and loves traveling. Instead of a general bonus, the company gave her a short trip, allowing her to relax.
2.4. Create opportunities for development as a reward.
Instead of focusing solely on material rewards, psychologists advise companies to provide opportunities for learning and advancement, which will help motivate employees to work long-term.
For example:
An demonstrated strong leadership skills in a project, so the company facilitated his participation in management training and nominated him for a higher position in the near future.
- Your company provides opportunities for outstanding employees to attend international industry conferences, helping them expand their knowledge and network with industry experts.
3. Set specific and challenging goals.
Setting effective goals is one of the key ways to motivate and boost employee performance. If the goals are too easy, employees may feel bored; but if they are too difficult, they may easily lose motivation, according to a psychologist.
3.1. Apply the SMART principle to set specific and realistic goals.
Image 3: Applying the SMART principle to achieve goals will make it easier for employees to accomplish them.
Goals need to be specific, measurable, achievable, relevant to the job, and time-bound so that both the company and employees can easily track and evaluate them, a psychology expert shared.
For example:
- Instead of setting a general goal like "Increase sales in the next quarter," the company set a goal of "Increase sales by 20% in the next quarter by expanding the market and improving customer service."
- For marketing staff, instead of simply asking them to "Improve advertising campaign performance," the company set the goal of "Increasing conversion rates from 3% to 5% within 2 months through content optimization and A/B testing."
3.2. Combining challenging but achievable goals
The goals set by the company should be challenging enough to keep employees engaged and motivated to achieve them without feeling discouraged.
For example: A high-performing sales team is given a target of 30% revenue growth in 6 months, along with a support budget and specific strategies to help them achieve this.
3.3. Break down large goals into smaller milestones to maintain motivation.
When goals are too big, employees can feel overwhelmed. Breaking them down into smaller stages will help them track progress and maintain motivation to achieve the ultimate big goal, according to a psychologist.
For example:
- Instead of setting the goal of "Completing the digital transformation project in 1 year ," the company divided it into smaller phases: the first 3 months for data digitization, the next 6 months for implementing the new system, and the final 3 months for finalization and employee training.
- A salesperson was given a target of securing 100 new contracts in a year. Instead of just waiting for the year-end results, the company set milestones of 25 contracts each quarter to track progress and adjust strategies accordingly.
3.4. Integrating personal goals with organizational goals
According to psychologists, when employees see their personal goals aligned with the company's growth, they will be more motivated to strive for excellence in their work.
For example:
- Customer service staff want to improve their communication skills, and the company has set a goal of reducing the complaint rate by 15% in 6 months by training them in handling such situations.
- If a technical employee wants to develop leadership skills, the company provides them with the opportunity to lead a key project, helping them achieve personal goals while contributing to overall success.
Motivating employees is a process that requires a deep understanding of human psychology and serious investment from the company . Each person's motivation can come from many different things such as: a positive work environment, specific goals, immediate rewards, etc. Read Part 2 to learn more strategies for motivating employees recommended by psychology experts!
Safe and Sound Clinic - Psychological Support and Family Health
With a team of experienced doctors and experts, Safe and Sound Clinic is a pioneer in providing comprehensive healthcare for you and your family, offering services that cover both medical and psychological care.
"Early Prevention—Timely Support—Long-Term Companion."
If you suspect or encounter any physical or mental health issues, please contact HOTLINE 0964 778 911 (phone/Zalo, 24/7) for prompt assistance and support!
HOW TO MAKE AN APPOINTMENT
You can schedule an online or in-person consultation with our experts:
- At SnS Clinic - IMT Institute
- Or download and schedule a consultation through the Safe and Sound app to manage and track your appointments anytime, anywhere.
Safe and Sound (SnS)—a part of the Institute of Medical Technology (IMT)
See more:
6 tips to reduce stress in the office.
5 bad habits that reduce work motivation and how to change them.
