"Recognition is often overlooked. Managers assume a salary alone is enough, but people want to feel appreciated for their unique contributions. Phrases like this can help motivate your team: "I really appreciate how you handled that client", or "Your attention to detail made all the difference in this project". Small acknowledgements cost nothing but can deliver a huge motivational boost."
"Here are some practical tips for recognising and rewarding contributions: Go beyond the generic "good job". Be specific about what someone did and why it mattered. Celebrate both big and small wins. Don't wait for the completion of a huge project - acknowledge progress along the way. Mix formal and informal recognition. Yes, bonuses and promotions matter, but so do thank-you notes or praise in team meetings."
"Money and perks may attract new talent, but they don't always equate to retention. Purpose keeps employees engaged - the feeling that their work matters and contributes to something bigger. Motivation soars when employees understand how their daily tasks connect to the company's larger goals. On the other hand, if they feel like they're just ticking boxes or working in a vacuu"
Effective team motivation requires deliberate practices that make employees feel valued and connected. Recognition of specific contributions builds appreciation, loyalty, and reduces turnover; verbal acknowledgements, targeted praise, and a mix of formal and informal rewards amplify motivation. Celebrating progress and being specific about what mattered reinforces desired behaviours and encourages above-and-beyond work. Purpose-driven work sustains engagement by linking daily tasks to larger company goals, increasing retention beyond monetary incentives. When employees see how their work contributes to broader outcomes, motivation rises; lacking that sense of purpose can make work feel like mere box-ticking, undermining commitment and performance.
Read at London Business News | Londonlovesbusiness.com
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