Applying Psychology to Motivate Employees (Part 2) | Safe and Sound

Motivation is a key factor in determining employee performance, satisfaction, and engagement with the company. Many managers believe that salary increases and bonuses are enough to motivate employees. However, many psychological studies have shown that human motivation comes not only from material things but also from recognition, challenges, personal development, and connection. In part 2, this article will continue to analyze in more depth three important psychological models that help businesses create an inspiring and motivating working environment.

Ngo Thi Sang | Master of Educational Psychology – Applied mental health care Safe and Sound

Institute of Medical Technology Applications

4. Promoting intrinsic motivation with Self-Determination Theory (SDT)

According to psychologists, these are three main elements of SDT that help create strong work motivation.

4.1 Autonomy – Control over work

Give employees autonomy in their work

Autonomy is the ability to decide how, when, and how to work. When employees feel tightly controlled or over-supervised, they are more likely to become fatigued and lose motivation to work. Conversely, when they have autonomy in their work, they feel more responsible and work more effectively.

How to apply:

Allow employees to self-manage their work : Instead of rigidly regulating how to do things, psychological experts say this psychological theory advises managers and businesses to allow employees to choose methods as long as results are guaranteed.
Flexible working location and hours : If possible, facilitate hybrid or remote working to make employees feel more comfortable.
Avoid micromanagement : Over-supervision can make employees feel constrained, tired and demotivated, creating stress. Instead of controlling every detail, empower them and trust their abilities.

4.2. Competence – A sense of mastery and growth

When employees feel like they are progressing and developing their skills, they are more motivated to work. Psychologists say that if the work is too easy, they will quickly feel bored. Conversely, if it is too difficult, they may feel overwhelmed, negatively stressed, and lose confidence.

How to apply:

Design jobs with the right level of challenge : Assign tasks with moderate difficulty, creating challenges so that employees do not become stagnant but also do not become overloaded and negatively stressed.

Provide professional training : Investing in skill-building courses helps employees feel like they are growing in their careers.
Recognize progress : Not only evaluate the end result, but also recognize the effort and improvement along the way.

4.3. Relatedness – A sense of belonging and connection

Create a sense of belonging and connection for employees

People tend to be more productive when they feel connected to their colleagues and the organization. According to psychologists, a cold work environment, lacking in care and social interaction can make employees feel isolated, leading to a decrease in motivation to work.

How to apply:

Build a positive work culture : Encourage employees to help each other instead of competing fiercely.
Organize team-building, mentoring, and networking activities : These activities help employees become more connected to the organization, reduce stress, and increase work motivation.
Leaders need to be close and listen instead of just giving orders : When employees feel understood and cared for by their superiors, they will be motivated to stay longer.

5. How to use the Pygmalion effect to create positive motivation

5.1 What is the Pygmalion Effect?

Psychologists say the Pygmalion effect, also known as the expectancy effect, is a psychological phenomenon in which a manager's expectations can directly affect an employee's performance.

In other words, when superiors set high expectations and show confidence in employees' abilities, they tend to put in more effort, develop better skills, and achieve better results. Conversely, if managers do not trust employees, always doubt their abilities, employees tend to work less effectively, lose confidence, and reduce motivation to work.

Rosenthal and Jacobson’s (1968) famous study found that when teachers believed students were competent, students actually performed better academically. This is also true in the workplace – positive expectations from leaders can change how employees see themselves and improve job performance.

5.2 How to apply the Pygmalion effect in business

- Set high but reasonable expectations

One of the most important factors in the Pygmalion effect is setting appropriate expectations. If expectations are too low, employees will not be motivated to work hard. But if expectations are too high, beyond their capabilities, it can lead to psychological stress, fatigue, pressure and loss of confidence.

How to apply:

Give clear, specific goals instead of vague requests.

For example, instead of just saying “Work harder,” set a specific goal like “You can increase sales by 15% this quarter by reaching out to more prospects and optimizing your consulting skills.”

Support employees in achieving their goals by providing the necessary tools, resources, or training.
Adjust expectations based on individual capabilities: Not all employees start from the same place, so it is important to listen and adjust expectations to suit each person.

- Convey expectations through words and actions

Not only setting expectations, but also how you communicate them is important. Psychologists share that a positive, encouraging statement can help employees feel more confident in themselves. On the contrary, negative words can seriously reduce motivation to work.

How to apply:

Use encouraging language : Statements like “I believe you can do it” or “You have the potential to achieve excellence” help employees feel recognized and motivated.
Praise often, don't just focus on the end result : The process is just as important as the outcome. If employees are making progress, acknowledge their efforts.
Support employees through challenges : If employees are having difficulty, coach them on how to improve, rather than criticizing or showing frustration.

- Create an environment that encourages development

Create a work environment that encourages growth

When employees believe they can learn, improve and grow, they are more motivated to work. An open work environment, where employees feel comfortable expressing their ideas and are not afraid to make mistakes, will help them reach their full potential.

How to apply:

Build a mentoring program : Create opportunities for employees to learn from superiors or experienced colleagues.
Create opportunities for employees to propose initiatives : Instead of just following orders, encourage employees to come up with innovative and creative ideas for their work.
Recognize and reward effort, even when the results are not perfect : Employees do not always achieve immediate success. Recognizing their efforts will help them to continue to persevere and put in more effort.

6. Applying the principle of reward according to behavioral theory

6.1 Behavioral theory and reward principles

According to renowned psychologist B.F. Skinner, people tend to repeat behaviors that have positive consequences and avoid behaviors that have negative consequences. This means that if an individual receives a reward or recognition after performing a good behavior, they are likely to continue that behavior. Conversely, if they are ignored or punished, that behavior may be limited or disappear.

In a corporate environment, applying this principle can create strong motivation for employees, helping them to work more effectively and stay longer with the organization. A reasonable reward system not only helps maintain positive behaviors but also shapes corporate culture, encourages creativity and dedication.

So how to reward effectively? Psychologists say, below are some important principles to apply.

6.2 Effective ways to reward to maximize motivation

- Timely and clear rewards

Reward promptly and clearly

One common mistake managers make is to delay rewards for too long, such as only giving performance reviews at the end of the year. When the time between positive behavior and rewards is too long, employees may no longer feel the connection between their efforts and the recognition from the company, they are prone to depression and loss of motivation to work.

How to apply:

Reward employees immediately when they achieve good results.
Be specific with your compliments, not just general statements like “You did a great job,” but be specific:

“You handled the customer situation very skillfully, which helped the company build a more professional image.”

“The project you proposed saved the team 20% of their working time. Thanks for your creativity!”

- Combine many forms of rewards

Not everyone is motivated by money. Some employees are more motivated by recognition, growth opportunities, or praise from their superiors. Therefore, businesses should diversify their rewards to suit each individual and each situation.

How to apply:

Financial rewards : Bonuses, salary increases, performance bonuses.
Reward with growth opportunities : Offer skill-building courses that allow employees to take on more important projects.

Recognition from superiors : A sincere compliment from a leader, an email of praise in front of the whole company can create a stronger motivation to work than a bonus .

Create a special experience : Reward with a trip, a lunch with the board, or a meaningful gift.

Key Takeaway: A Deloitte study found that companies with comprehensive rewards programs had 14% higher employee engagement than those that focused solely on financial rewards.

- Fair and transparent rewards

One of the quickest ways to demotivate employees is through a sense of unfairness in rewards. If two employees perform similarly but only one gets recognized, this can create negative competition, dissatisfaction, and decreased productivity.

How to apply:

Build clear and consistent reward criteria to ensure everyone understands what behavior is recognized.
Avoid favoritism: Every employee, regardless of position, can be rewarded if they make worthy contributions.
Be transparent in communicating reward decisions so employees see fairness.

- Build a culture of regular recognition and rewards

Many businesses only reward employees for big achievements, but this can leave employees feeling like small efforts are not appreciated. A culture of regular recognition will help employees stay motivated in the long run.

How to apply:

Reward even small achievements: A compliment like “You did a great job today” can be a big motivator.
Make it a habit to recognize employees periodically, such as through team meetings, honor boards, or internal platforms.
Create an “Employee of the Month” program to encourage effort.

Fun fact: According to research from Harvard Business Review, companies with a strong reward culture have 31% higher productivity and 27% lower turnover.

Solutions to help businesses create motivation and build sustainable organizational culture

At Safe and Sound, we not only provide individual psychological counseling services but also accompany businesses in motivating employees and building a positive organizational culture. Through in-depth workshops on work motivation, emotional management, internal communication and mental health, we help your employees improve performance, increase engagement and feel more meaningful in their work.

In addition, Safe and Sound also provides specialized consulting services to help businesses design a working environment that supports personal development, builds effective reward systems and promotes a sustainable corporate culture.

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