5 Effective Strategies to Motivate Employees (Part 2) | Safe and Sound
Motivating employees is not only the responsibility of leaders but also a crucial strategy for sustainable business growth. When employees are motivated, they work more efficiently and creatively and are more committed to the organization. Below are some strategies recommended by psychology experts to help companies further motivate their employees.
Phi Thuy Linh | Bachelor of Public Health – Application of Safe and Sound Mental Health Care
Institute of Applied Medical Technology
1. Encourage employees to achieve a work-life balance.
Image 1: A work-life balance helps maintain mental health.
Employees cannot maintain motivation if they are experiencing burnout. According to psychology experts, work-life balance plays a crucial role in maintaining employees' mental health and work performance.
1.1. Building a flexible work culture
You can allow employees flexibility in their work schedules, making it easier for them to balance work and personal life.
For example:
- Implementing a hybrid work model (combining in-office and online work), allowing employees to work from home two days a week to reduce commuting stress and have more time for family.
- Implement a flexible working hours policy, allowing employees to start work at 7, 8, or 9 a.m. and finish the workday accordingly, as long as they meet the required number of working hours.
1.2. Prioritize efficiency over the number of working hours.
According to psychologists, encouraging employees to focus on work results rather than the number of hours they have to be in the office helps motivate them to work more effectively.
For example:
- Evaluate employee performance based on work results rather than requiring them to work 8 hours continuously. This allows employees to have more autonomy in managing their time.
- When employees complete their work earlier than expected, they are allowed to leave the office early without having to work the full number of hours, which motivates them to work more focused.
1.3. Providing policies to support mental health.
Psychologists believe that wellness programs help employees reduce stress and improve their mental state, thereby boosting their motivation.
For example:
- Organize yoga, meditation, or exercise sessions right in the office during the middle of the workday to help employees reduce stress and recharge their energy.
- Providing financial support for psychological counseling when employees experience mental health issues, helping them maintain optimal performance at work.
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1.4. Encourage proper leave of absence.
Many employees are reluctant to take time off due to concerns about workload or evaluation from superiors. Psychologists recommend that businesses encourage them to take time off to recharge and return to work feeling refreshed.
For example:
- Implement a "reasonable leave" policy, being flexible in granting employees leave as long as they ensure work progress. This helps employees be more proactive in balancing work and life.
- Organize an annual "retreat week" where all employees are given paid leave to enjoy time off without work pressure.
1.5. Create a family-friendly work environment.
When employees can strike a good work-life balance, they are more motivated to stay with the company in the long term.
For example:
- Allow employees with young children to have flexible work arrangements, combining in-office and remote work, or provide a children's play area in the office to support parents.
- Employees enjoy flexible maternity leave and can work part-time in the initial period after giving birth while still receiving full benefits, as long as they complete their assigned tasks.
2. Build a culture of feedback and open communication.
Image 2: Effective communication helps employees feel respected.
Effective communication in a business helps employees feel that their opinions are heard and valued. Psychologists recommend that feedback should be constructive and frequent to help employees improve their skills and maintain motivation. An open communication environment, where employees can share their thoughts without fear of criticism, will help them feel more connected to the organization. And when employees feel heard and valued, oxytocin is released, which increases connection and trust between colleagues and leaders.
2.1. Encourage two-way feedback
Psychologists say that feedback shouldn't just come from management, but should also be two-way so that employees feel their opinions are valued.
For example:
- Organize open discussion sessions (town hall meetings) where leaders and employees can engage in direct dialogue.
- Hold regular meetings to review work performance and listen to suggestions from employees.
- Utilize internal communication tools such as email, Slack, or anonymous feedback apps to make employees feel comfortable sharing information.
2.2. Creating an open and transparent communication space.
A transparent work environment helps employees feel safe expressing their opinions, thereby increasing their motivation, according to a psychology expert.
For example:
- Utilize internal platforms such as Slack and Microsoft Teams to create open communication channels where people can ask questions or openly discuss important issues.
- Important decisions from management are clearly communicated via email or company-wide meetings, ensuring employees are fully informed and do not feel left out of major changes.
2.3. Training in constructive feedback skills
Not everyone knows how to give effective feedback, avoiding negative emotions for the listener. Therefore, feedback training helps employees and leaders communicate positively, motivating rather than pressuring, which can negatively impact employee morale.
For example:
- Organize workshops on "The Art of Feedback" to guide employees on how to provide constructive feedback, focusing on solutions rather than personal criticism.
- The leadership team is trained in how to provide feedback based on the "SBI" (Situation-Behavior-Impact) model, helping them to respond specifically, objectively, and helpfully instead of just making general comments.
2.4. Recognition and positive feedback to boost motivation.
Psychologists suggest that feedback should not only be used to correct mistakes but also to acknowledge employees' efforts and achievements, helping them to be more motivated at work.
For example:
- Applying the principle of "praise first, criticism later" when providing feedback on work performance helps employees receive feedback more positively.
- Each week there is a "Shout-out Friday" where employees can publicly thank colleagues for their contributions during the week, creating a motivated work environment.
2.5. Building a culture of active listening
An open communication culture is not just about speaking but also about actively and sincerely listening, according to the psychologist.
For example:
- Encourage leaders to practice "active listening" in meetings by asking open-ended questions and repeating employees' points to ensure they have understood correctly.
- Create an anonymous suggestion box where employees can share thoughts they're hesitant to express directly, helping them feel safer when giving their opinions.
Psychologists have found that combining various strategies yields optimal results, helping employees not only work efficiently but also feel engaged and satisfied with their jobs. When employees are motivated, they not only contribute positively to the business but also help build a sustainable and healthy work environment.
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