<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=321450106792005&amp;ev=PageView&amp;noscript=1">
Our products
Our capabilities

5 min read

How to fuel employee motivation for real business results

Amrita Kar

Last Updated: 14 June 2023

In this article:

As HR leaders, you search for self-motivated employees to add to your team. This trait forms a part of the job description. It is critical because you know how important employee motivation level is for everyday business functioning.

Demotivated employees find it difficult to concentrate, have poor productivity, and waste the company’s resources. These people can drag the team's morale down, affecting the overall output and, thus, business outcomes. A demotivated and disengaged employee can cause business losses of up to $2,246.

That’s why it is critical to nip employee demotivation in the bud. You can do that by first spotting a demotivated employee on time.

How to recognize a demotivated employee?

An employee is demotivated when they:

  1. Don’t actively participate or contribute to official meetings.
  2. Seldom have ideas for business functioning and improvement.
  3. Are not punctual and often absent as they don’t feel like coming to work or attending meetings.
  4. Make more errors due to poor concentration.
  5. Often make negative or inappropriate comments about their bosses, the company, or business functioning.
  6. Are reluctant to assume more responsibility at work.
  7. Don’t want to prove their mettle.

Do these points remind you of some employees in your organization? It could indicate dwindling motivation levels in your company. There can be several reasons why employee motivation may have taken a hit in your company. Here are the top seven.

7 reasons for low employee motivation

Here are the 7 reasons for low employee motivation:

1. Lack of recognition

Lack of recognition can really deflate a person's motivation balloon. Imagine working your tail off and feeling like you're invisible. So, give credit where credit is due! A little pat on the back or public acknowledgment can go a long way in boosting morale and making your employees feel like the rock stars they are.

2. Poor communication

Communication with their superiors, access to leadership, and interaction within the team impact a company’s work environment and the level of motivation in the workplace. Your employees feel demotivated in the absence of open communication.

3. No clear goals or expectations 

Your employees need to know their roles and how they contribute to business functioning. They feel lost and demotivated to work without clear goals and expectations.

4. Unfair compensation

Unfair compensation can be a major motivation killer in any workplace. When employees feel that they're not being adequately rewarded for their hard work and contributions, it's only natural for demotivation to set in. 

5. Lack of growth opportunities

Money alone isn't enough. Without opportunities to grow and enhance skills, employees struggle to stay motivated. Organizations that neglect to challenge their workforce and provide avenues for advancement suffer from low employee motivation. Remember, it's not just about the paycheck, it's about personal and professional growth!

6. Ineffective management

Ineffective management can be a major buzzkill for employee motivation. When bosses fail to provide clear expectations, support growth, or recognize achievements it makes employees feel undervalued and kills their drive to excel.

7. Toxic workplace culture

Toxic workplace culture drains motivation faster than a leaky faucet. It stifles creativity, breeds stress, and saps productivity. Don't underestimate its impact on your team's spirit and their ability to achieve real business results.

Factors affecting employee motivation

Let’s take a look at Herzberg’s Motivation Theory to understand what factors affect employee motivation.

Herzberg’s Motivation Theory

Herzberg’s Motivation Theory states that there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. Herzberg classified these job factors into two categories - hygiene factors and motivation factors. 

1. Hygiene Factors 

The absence of hygiene factors reduces job satisfaction and, thus, employee motivation at the workplace. They lose interest in their job, and their performance takes a hit. These factors are not present in the job but surround it. Here are the 6 hygiene factors.

  1. Security: Job security impacts employees' performance. They can’t perform under the constant threat of losing their job. You need to provide a secure job environment where employees can work without fearing being jobless without notice.
  2. Company policies: These must comply with industry standards, be fair, and be clearly stated for the benefit of every employee.
  3. Salary: It must be fair, reasonable, and at par with the competition, or else it becomes a reason for your employees to be demotivated.
  4. Work conditions: It must be fit to ensure each employee's physical and mental well-being. Tools to ensure physical hygiene and safety should be available at the workplace. Also, the work environment should promote open communication so employees can speak up when they feel overwhelmed.
  5. Manager: Micromanagement makes the work environment toxic. Managers should give adequate autonomy to employees, and their supervision style must be just and appropriate.
  6. Work relationship: Bullying or gossip groups should not be curbed. The work environment must encourage healthy and open relationships between employees, their peers, and superiors.

2. Motivators 

These are the 5 intrinsic factors that impact employee motivation and drive employee satisfaction

  1. Recognition: Timely recognition and appreciation of employees is a critical component of a healthy work environment that promotes employee motivation.
  2. Growth: Employees should receive upskilling and growth opportunities to advance their careers. This can be achieved through timely promotions, formal training on the job, or by supporting higher education for the employee.
  3. Achievements: Employees must get a sense of accomplishment while working in your company. Their roles must inculcate pride in them in working for you.
  4. Work profile: Their roles must keep them hooked, spark interest, challenge them, and provide varied work opportunities.
  5. Responsibility: Employees should get a sense of ownership for their work. They should feel responsible for achieving their targets while having ample freedom to work.

How to improve employee motivation in real-time?

Here are some actionable tips to amp up employee motivation in real-time. Whether you're a manager, team leader, or just an enthusiastic colleague, these tricks will help spark motivation and drive success. Let's get started!

1. Listen to your employees

It's crucial to listen to your team constantly, not just during conversations. Engage in regular one-on-one chats, use nifty tools like Amber for real-time conversational AI surveys, and provide an anonymous platform for their voices. 

But here's the kicker: timing matters! According to Amber's data, over 50% of employees who quit in 2022 did so within their first year. So, be mindful and listen during those critical moments when demotivation strikes. 

And don't forget about departing employees! While you can't retain them, their feedback on demotivation can guide you in tackling similar issues with your existing team.

2. Analyze employee feedback 

Listening to your employees is just the first step in improving their overall experience at work. An increasing number of CHROs are investing in people analytics to make data-led decisions. By analyzing employee feedback using sophisticated tools and platforms, you can gain a better understanding of their pain points and take objective actions to address them.

With the help of AI, you can even summarize employee feedback and get actionable prompts on how to improve their experience. It's like having a personal assistant to help you navigate through the sea of data and turn it into something useful. Want to make sure your employees are happy and engaged? it's time to start taking advantage of the power of people analytics.

3. Act in response to the feedback

If you want your employees to be engaged, you can't just pay lip service. Your mission statement for people strategy must match your actions on the ground. Along with continuous listening comes the need for continuous change. When you show your team that their feedback leads to real improvements, they'll be more motivated to share their thoughts. 

But beware! If you ignore their input, they'll shut down and your whole system will crumble. So, let's break the cycle of broken communication. Take action on employee feedback, ignite their passion, and watch your organization thrive.

Now that you're armed with the knowledge to fuel employee motivation, get ready to unleash the full potential of your team and achieve incredible business results! Boost employee motivation by fostering collaboration, celebrating achievements, and injecting a bit of quirkiness into your workplace. 

But don't stop there! Equip your people leaders with the tools and resources they need to excel. Empowering them means winning half the battle for your business. By harnessing the power of automation and AI, your leaders can ditch tedious manual tasks and focus on strategic initiatives that drive success. Imagine the possibilities when they have more time and energy to invest in what truly matters

So, grab that megaphone and rally your team to new heights, one high-five and funky dance move at a time. 

A new era of enterprise: people-led change starts with one step

Get the latest on Amber & inFeedo right in your inbox!

You may opt-out at any time. Privacy Policy