In the workplace, there are many ways to reward and motivate employees. More free time, flexible working hours, company shares, stock options, salary increases, gym memberships, daycare – the list is long, and the possibilities are many. But one thing is certain: One solution does not fit all. Believing that there is one “universal” reward that motivates everyone is a misunderstanding.
Instead of offering specific incentives like shares or stock options, it can be more effective to present a rewards and motivation program that caters to different needs and preferences. Each employee has their own triggers, and it’s important to recognize that what motivates one person may not necessarily work for another.
Financial Rewards
For many, financial rewards are an important motivator. A good salary and performance-based bonuses offer direct financial recognition for the effort put in. It provides security and the sense that hard work is rewarded. Personally, a financial bonus is a strong motivator for me, but a higher salary alone does not motivate me significantly.
Although higher salaries can be motivating, there are limits. It is not sustainable to continually increase the workload just to earn even more. If there is no room to balance workload and free time, one risks losing the ability to appreciate the value of their work.
Therefore, I generally believe it is more important to offer bonuses and incentives that reflect efforts in the short term, rather than simply increasing salary as a long-term reward. A bonus allows you to celebrate a specific result or achievement without constantly having to outdo yourself just to maintain a high salary.
Flexibility
Flexibility can be a strong motivator for many, but it doesn’t look the same for everyone. For some, the ability to work from home, adjust working hours, or get extra vacation days is crucial for well-being and productivity. For others, it might be more valuable to have a permanent office to go to each day or to work together with colleagues in a social environment. Everyone has different needs, and it’s important to understand that flexibility can look very different.
Personally, flexibility has always been an important motivator. Over the past 25 years, I have had three jobs where I was responsible for managing my own workday, with the freedom to structure my hours based on workload and needs. I’ve always had the right to work from home but still chose to come into the office almost every day. I thrive in an office environment with others and feel more productive there. The flexibility gives me the freedom to choose, and that feeling of control is motivating in itself.
During the Covid period, when we were asked to work from home, I still went to the office every day because I had my own private office. For me, it’s not about needing to work from home but about having the choice. Much like when I moved from the countryside to the city for the opportunities it provided – even though I rarely took advantage of them – it’s the possibility itself that matters. Flexibility isn’t about what we necessarily do but about having the freedom to choose what feels best for us.
It’s important to understand that flexibility doesn’t mean the same thing for everyone. While some want a dynamic schedule, others might feel more comfortable with fixed frameworks. For me, flexibility has always been a motivator that allows me to adapt my workday to my own needs, which is crucial for my well-being and productivity.
Work Environment
For many, the work environment is a key motivator. The physical surroundings at work can have a significant impact on how we thrive and perform. A modern and inspiring office or access to good facilities can make the workday more pleasant and motivating. When employees feel that their workplace values their well-being, it can directly impact both productivity and job satisfaction.
Some companies understand the importance of a good work environment and offer facilities like free cafeterias, gyms, relaxation rooms, and recreation rooms to create an inspiring workplace. These offerings can be a strong motivator for employees who appreciate being able to recharge and feel valued at work. In addition, small but meaningful gestures like Friday social gatherings, team events, or social activities can help strengthen camaraderie and improve the work atmosphere.
The work environment isn’t just about physical surroundings, but also about the culture and atmosphere created at the workplace. A positive, inclusive, and social work culture can be just as important as practical facilities. When employees feel part of a team and that their needs are supported, it’s easier to stay engaged and motivated.
After returning from vacation on my birthday, I discovered how much my colleagues appreciated me: My office chair, meeting table, and other chairs had been thoroughly wrapped in thick packing plastic, which took me quite a while to remove.
Development Opportunities
For many, motivation is closely tied to opportunities for personal and professional growth. Training, education, and career development are important factors for employees who want to grow both professionally and personally. The chance to learn new skills and build competence is often a driving force that can increase engagement and loyalty to the employer.
In today’s working world, continuous learning and development are essential to keep up with change and progress. Employees who are given opportunities to enhance their skills, whether through internal courses, external education, or professional development programs, not only become more competent but also more valuable to the company. Offering such opportunities is an investment in both the employee and the business.
Trips to conferences and trade shows can also be an inspiring form of development. Such events give employees the chance to expand their networks, discover new trends, and draw inspiration from others in the industry. They can serve both as a reward and as a learning opportunity, providing new energy and perspectives that benefit the business.
Career advancement is also crucial for many. Being able to move up in the company and take on new and more responsible roles can drive long-term engagement. For employees aiming to build a career, having advancement opportunities – whether through leadership roles, specialized expert positions, or project management – is vital.
By offering development opportunities that promote learning, career growth, and inspiration through experiences like conferences, companies can not only motivate their employees but also ensure they retain top talent in the long term. This creates a work environment where employees feel invested in, and where their future growth is a natural part of the company’s goals.
Titles
For many, a title is more than just a label – it’s a symbol of progression and recognition. Even though I personally have never cared much about titles, I have learned how important they can be for others’ perception of career growth.
Titles can be an important motivational factor for many employees, even if they don’t appeal to everyone. During my time at StarLeaf, we had a policy where you started with the title “Sales Engineer,” and after two years with the company, you could be promoted to “Senior Sales Engineer.” This was highly motivating for many, and I was somewhat surprised by how much significance the title carried for some.
Personally, titles have never been very important to me – I’ve always been more concerned with what you actually do and what responsibilities you hold. Since I had over 20 years of industry experience, I quietly thought it was strange that someone with just two years of experience would become a Senior Sales Engineer, while I, new to the company, was just a Sales Engineer.
But later, I came to understand that for many employees, titles are more than just names. They can symbolize career development and recognition. Even though I personally haven’t placed much importance on titles, I now better understand that for others, achieving a title like “Senior” can feel like an important goal and a marker of professional growth.
Motivation is not a one-size-fits-all solution. To create an engaging and productive environment, employers must understand and adapt to the different needs and preferences of their employees.
