Gallup’s State of the Global Workplace report puts worldwide employee engagement at just 23%. That means roughly three out of four people on your team may not be fully invested in their work. The cost? Gallup estimates disengagement drains $8.9 trillion in lost productivity globally each year.
The good news: motivation isn’t fixed. Your employees aren’t driven by the same things you are — but by understanding what actually moves them, you can close that engagement gap. Here are nine practical ways to do it.
Create a Pleasant Work Environment
Never underestimate the power of a clean, airy, fun workspace. No one wants to show up to a dingy, untidy office every weekday. A soul-sucking space like that will also quickly suck out the life out of your employees.
So, keep things clean, tidy, and well-lit with plenty of natural light from open windows. You can also pick up decorative items on the cheap from charity stores or dollar shops. These little touches can make the workplace just that little bit more cheerful, increasing the motivation of your staff.
Show Your Employees a Purpose
Sometimes, employees can feel like they’re only working so the business can make more money. It’s not a great feeling and can lead to employee turnover.
But when you link employees’ work to a greater purpose, they are able to give their best. For example, you can show how your products have benefited your clients. Or how the company’s work connects to a social purpose like sustainability. An employee is better able to see how they fit into the big picture by understanding both their purpose and the company mission.
Tailor Incentives to Employees’ Needs
You can always buy your way to motivation by increasing salaries. But that represents a poor return on investment. Not everyone is motivated by money.
Each employee needs different incentives — whether it’s vacation time, hybrid working, or career advancement. When you can figure out what these incentives are, giving them (rather than a simple pay raise) can work wonders. For many employees, adequate time off is the single most valued benefit — and insufficient rest is a direct path to employee burnout.
Provide Career Opportunities
Giving your employees room to grow is one of the most powerful motivators out there. Knowing that they are trusted and respected for their work will enable them to do their best work.
When you give your employees growth opportunities, they stop thinking that their job is ‘just another job’. It becomes a career and a way of life.
Share Positive Feedback
When you know that your work has made a positive difference, it gives even more motivation to carry on. For example, when a customer leaves a great review, share it with the team so they draw satisfaction from what they do. Positive feedback makes employees feel fulfilled and motivated.
Even for non-customer facing teams, positive feedback helps as well. Comments from the company’s leadership makes it known that their work is appreciated, and gives them a deeper connection to the business.
Be Transparent
Having knowledge of how the company is doing makes your employees more emotionally invested in the business. Make it a point to regularly communicate this information with them.
You can share information about clients, sales figures, company initiatives etc in daily, weekly, or monthly reports. Having access to all of this information not only gives your staff a sense of importance inside the company, but it also identifies opportunities for improvement.
Trust Your Employees
If you let your employees know that you trust and depend on them, they will repay that faith tenfold. Respect, honesty, trust, and support are not just the values that motivate employees – these values are the bedrock of running a great company.
Set a Good Example
The quickest way to deflate motivation is to ‘do as I say, not as I do’. As the business owner and leader, you need to set an example for the team. More often than not, your employees will look up to you, as well as look to you as a paragon of how to behave.
This will have a significant impact on employees’ mentality. Positive thinking is contagious, so if managers lead by example, employees will copy them and the workplace environment will become more inspiring and motivational.
Give Your Team the Best HR Solution
When it comes to motivating your team, HR plays a big role. But if they and the rest of team are bogged down in repetitive minutiae, no one can focus on their work.
With Leave Balance, your team members can manage their time off in a way that minimizes impact on the team’s output — keeping everyone motivated and fairly rested.
Frequently Asked Questions
How do you motivate employees without raising salaries?
Focus on non-monetary drivers: recognition, growth opportunities, a positive work environment, transparency, and adequate time off. Research shows these factors often outperform pay raises for long-term engagement.
What percentage of employees are engaged at work?
According to Gallup’s State of the Global Workplace report, only 23% of employees globally are classified as engaged — meaning 77% are either not engaged or actively disengaged.
What is the biggest driver of employee motivation?
It varies by individual, but recognition and feeling valued consistently rank highest. Purpose (connecting daily work to meaningful outcomes) and autonomy are also powerful motivators across industries.
How does time off affect employee motivation?
Employees who take regular breaks are less likely to burn out and more likely to stay engaged. Encouraging proper leave habits and maintaining good HR productivity practices both contribute to sustained motivation.