When it comes to employee motivation, most of us think of company benefits first. But that’s only a small part of the motivation pie. If you want to keep your employees motivated in the long run, you need to go much further.
Both types of motivation are important, but only when you combine them can they propel your team forward in the long term. External motivation tools such as financial rewards, benefits, flexible working hours, sports allowances, or paid mental health care are great rewards for work.
But rewards alone won’t keep people with you long-term. Did you know that, according to a LinkedIn survey, 63% of people consider work-life balance a key factor when choosing a job?
It is based on the personal vision of each of us – how we want to live or who we want to become. However, the internal motivation can be intertwined with the external one. For example, if a manager wants to maintain a work-life balance so he or she has more time for family, paid mental health care and flexible working hours can be both external and internal motivators. As it helps him or her follow the vision.
But internal motivation can be various:
Not the team as a whole, but each member individually. Knowing their individual motivations and allowing them to work in line with their vision. Then you can tailor your benefits program accordingly.
But how can you find out your employees’ individual motivators and make the best use of them?
But most importantly, be flexible and adapt. Motivations can change over time. So keep your eyes open, observe the circumstances, and adjust your motivational strategies accordingly.
It is crucial in a team, but many companies don’t give it the importance it deserves. When we talk about communication in connection with motivation, you should think about:
If you know your people are motivated by personal development or would appreciate psychological support, explore our mental health program for companies Hedepy.
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