Employee motivation is the foundation for positive business outcomes, like increased team productivity and stronger employee engagement levels. However, in a new remote world, many companies find it challenging to boost and maintain employee morale.
The gold standard for employee motivation has long been bringing everyone together in an office environment where they can feed off each other’s energy. However, in our world where almost everyone now works remotely, that paradigm has drastically shifted and companies are searching for new employee motivation ideas for their distributed teams.
We’re no longer together in the office to have face-to-face meetings, cross-company social gatherings, and those organic “watercooler” moments that make us feel like humans. And if we are back in an office, safety protocols have made previous gestures of connection a no-no, meaning we feel more sterile or awkward when interacting with teammates (geez, we miss hugs). Whether these points of connection were work-related or personal, not having them can make employees feel disconnected from each other, their company, and their work.
Distributed employees can feel isolated from the rest of the company, and even their own team in some circumstances. There’s an inherent lack of cross-departmental visibility in a remote work setting that can make employees feel as if they exist in a silo. No one sees you burning the midnight oil, or balancing work between your other personal and family responsibilities (to anyone remote homeschooling, major props). This means that recognition for great work has to be more intentionally executed, by front-line managers and from the leadership team.
It’s become increasingly difficult for many employees to draw a hard line in the sand between work and home in a remote work environment. After transitioning, 70% of workers sign on during the weekends, and 45% report they work longer weekday hours than they ever did in a physical office: the average workday increased by 48.5 minutes. Let’s not mention the similar increase in the number of meetings and Zoom fatigue (*cries silently*). It’s so easy to send one more e-mail, take one more call, or stay online for one more hour. With no hard boundaries between the working world and their personal lives, employees are at risk of becoming demotivated and burning out.
Before we share how to improve motivation and its relationship with employee recognition, let’s break down the two types of motivation—extrinsic and intrinsic.
Employees who are extrinsically motivated will often perform tasks because they want an external reward or incentive. Extrinsic motivation comes from outside factors like:
When people are intrinsically motivated, they’ll often find tasks inherently rewarding because those tasks contribute to achievement of goals or purpose. Specifically, intrinsic motivation:
Both forms of recognition can be used for employee motivation.
For example, recognition given by a manager or trusted peer reinforces an employee’s contributions to greater company goals, which taps into intrinsic motivation. When recognition is given publicly and tied in with an external reward, it appeals to extrinsic motivation.
Employee motivation drives employee engagement. Engaged employees make a stronger impact on your business goals. When you reward your employees for their hard work, it motivates them to engage more with their work and hit personal and company goals.
Disengaged employees cost companies up to $550 billion a year.
Just one actively disengaged employee can cost you $3,400 for every $10,000 of salary. The good news is that you can use recognition programs to increase employee motivation and engagement. Discover how to prove the ROI of your recognition programs.
Forty percent of employees would feel more motivated by recognition.
Despite this, 82% of employees don’t feel that their managers recognize them enough for their contributions. When managers do take the time to recognize their employees, engagement increases by 60%. See what a culture of recognition could look like at your company.
Thirty-six of workers are engaged in their work.
That means roughly 64% of workers are just going through the motions and aren’t happy in their role. There are many factors that contribute to an employee’s engagement level, and employee motivation is one of the most significant.
Employee recognition is one of the most powerful levers you can pull when it comes to boosting employee motivation. In fact, 37% of employees chose recognition as the top motivating factor at work, ahead of increased pay, promotions, training, or autonomy.
Your employee recognition efforts can’t be made with a one-size-fits-all approach though. Today’s workforce craves personalization, and motivators can range widely across your team (extrinsic vs. intrinsic).
Meaning, you need to offer options that are both relevant and unique to someone’s individual needs, desires, and motivators. One of the most impactful ways to achieve this is through employee recognition programs that enable personalization and choice.
Whether you’re exploring spot recognition, sales incentives, company values awards, or anniversary programs, here’s how Blueboard sets your recognition programs up for success:
If employees are motivated by fame, celebrate them at a company all-hands meeting.
If employees are motivated by a sense of purpose, recognize them with company values awards to connect them to the company's foundation.
Could be program types/qualifiers in addition to how to celebrate and socialize.
At Blueboard, we offer a post-experience survey to every rewarded employee to measure how their experience contributed to increased engagement. We’re proud to report that 96% of employees feel more motivated to perform at a higher level after they go #Blueboarding. These feelings linger long after the reward is received as recipients feel a spark of excitement and motivation when they share their story.
Connect with our team for a personalized demo of our recognition and rewards platform and see our hand-curated experience menus.Request a demo