Contrary to popular beliefs, money isn’t the only motivating factor why employees switch jobs frequently –job hopping technically. Money is just a piece of the puzzle. In fact, according to this report, only 12% of America’s working class are motivated by money to ditch their job for another.

So, if money doesn’t really motivate employees, what else does? What is the magical combo?

Not to worry; I have wrapped the seven of these combos in the letter P. Read on!

1. Praise without Bias

Employee Motivation

Who doesn’t like being praised? Even our canines love it when they are showered with praises – humans are no different.

More often than not, many employers sabotage their employees’ performance by magnifying their flaws, while turning blind eyes to their strengths. This shouldn’t be so.

Praise, even in its most subtle nature, can boost the psychological being of an individual. It doesn’t cost a thing to praise someone for a job well done.

Remember, you are dealing with humans, and so they can easily through your motive – sheer flattery can’t cut it. Waiting for the right time to commend them won’t help, either.

Do it now, do it genuinely, do it generously! It couldn’t get any easier.

2. Place Responsibilities on Them

One of the major causes of employee disengagement, hence the lack of enthusiasm for work, is the lack of responsibility. When an employee feels that his/her efforts doesn’t in any way contribute to the vision and goals of a company, cynicism becomes inevitable.

They don’t necessarily need to be managers or senior executives to be assigned meaningful responsibilities.

For the cleaner, assign him the responsibility of seeing to general cleanliness of office building, and not just mopping and vacuuming the floor every morning.

For the receptionist, make her see herself as the face of the company, and not just a front desk officer.

Bottom line: see to it that their efforts contribute to the progress of the company. Give them room for growth, and they will be forever loyal.

3. Personal Touch Matters

As our faces are different, so is our person. C’mon, it is humans that you have in your employ, not robots. Using the same yardstick to judge all of them is a grave mistake.

It’s your duty as a manager/company owner to get to know the person behind the fancy titles: CFO, COO, CMO – you name it. What is it that makes them tick? Have you found out the role they are most likely to succeed at? What are their fears, ambitions and, well, dreams?

You can only know all these when you get personal with them. But first, they have to learn to trust you. Without trust, nothing will work. Remember, trust has to be earned – it isn’t your right in any way.

4. Play as Hard as You Work

Employee Motivation

All work and no play, they say, makes Jack nothing but a dull boy. Naturally, we are not inclined to focus on a particular task for a long stretch of time. It takes a lot of mental energy to achieve focus, and if there is no intermittent break, there is a good chance we could break down.

It isn’t enough to give room for lunch breaks; creating an environment in which employees are free to play, laugh out, and socialize is the best gift you can give to them. If possible, allow them the freedom of playing with their smartphones while still at work.

The rule: work hard, play hard. It’s that simple.

5. Project Positivity

An atmosphere of negativity affects our health in the same way as it affects the operations of a business. It must be eliminated by all means.

So, what could cause negativity in a workplace? Well, there are lots of them, but the commonest are:

  • Stress
  • Lack of confidence on the part of the employer
  • Distrust
  • Stifling of employees’ creativity

While there is little you can do as an employer to help your employees fight stress, a little adjustment here and there will go a long way.

Don’t allow an employee slave over a task meant for three people. Don’t enforce working overtime on them. Give them plenty of room to rest.

Distrust is what results when your employees sense you lack confidence in their abilities, or when their creative side is stifled. Don’t do that – you will only be hurting your business by doing so.

6. Provide Reward


Argh! Incentives are still as sweet as the honey pot, and everybody loves it. But incentives don’t necessarily have to be monetary. Gestures as simple as celebrating milestones achieved by an employee is enough to make other employees vibrate at high-frequency levels.

The secret here is to identify employees who are not leaving any stone unturned to meet/exceed their quota. Reward them openly to the admiration of other employees, for in so doing others will be motivated to toe the lines of the reward recipients.

The rule to choosing the best type of incentives isn’t set in stone – be creative. And yes, don’t go cheap.

7. Practice Exemplary Leadership

If you don’t exude enthusiasm as the manager, there is no way in this whole wide world that your employees will. Intrinsically, their action and outlook towards work are heavily influenced by yours.

The surest way to sabotage your relationship with your employees is doing things that contradict what you say or expect of them.

If you want every employee to be at work by 8:00 am, arrive work 7:50 am. If you want them to be excited about your goals and vision, never for one day cease to talk about them excitedly.

You know, people learn by observation – what they hear barely sticks.

Final Thoughts

Employee disengagement is a serious threat which if not well managed can wreck a company – something you wouldn’t want. If your sole focus as a business owner is to increase sales and grow your company, you might soon hit the rocks.

Your most vital asset to achieving whatever goal you may have is a team of dedicated and loyal employees. It takes a lot of efforts to build one, so be willing to put in the grind.


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