“You can’t motivate people; you can only create a context in which people are motivated.” – Brad Feld.
It’s a brand new year. Many businesses face a critical challenge: re-engaging and re-energising their teams to hit the ground running. The seasonal dip in motivation and performance is well-documented across fields. The transition from a quiet festive period back to the demands of work can be difficult for many, with employees struggling to get back into the swing of things. So how can you – as a leader – help people to get motivated?
Research shows that employee satisfaction often declines at the start of the year. This can show up in tangible ways; for example, absenteeism increases by 20% in January. So, understanding more about motivation is an important business tool.
Firstly, motivation is not a fixed state. It is a mood that naturally ebbs and flows due to all sorts of factors. As Brad Feld eloquently describes, you can’t control someone’s motivation levels. Instead, you need to focus on fostering a culture of consistency that speaks to employees on an individual level and acknowledges their contribution. Think of it as striking a balance between someone’s intrinsic motivation—personal aims and passion—and extrinsic factors like financial rewards or recognition.
When companies provide steady encouragement and the right resources to empower their employees, teams are more likely to recover their energy and regain inspiration quickly. This drives higher performance and engagement over time.
Below, we have detailed some actionable strategies to help you do just that:
Be Transparent and Purpose-Driven
Great leaders know that transparency builds trust. Consistently sharing your company’s goals and vision with employees instils a broader sense of belonging and purpose. When people understand how their efforts directly contribute to organisational success, they’re more likely to feel invested and motivated at work.
On a more direct level, we emphasise the power of clear, actionable feedback. When speaking with your team, opt for direct, pointed examples of their successes instead of generic praise. For example, instead of saying, “Keep up the good work,” highlight specific accomplishments: “Your innovative approach to streamlining our reporting process has saved the team 10 hours this week.” High performers often value recognition that shows you see – and appreciate – their unique contribution.
Similarly, when addressing areas for improvement, ditch the vague advice. Replace statements like “be more prepared” with concrete guidance: “Make sure you’re prepared with the key findings and data before the client meetings.” By providing clarity, you empower employees to take actionable, focused steps towards success.
Encourage Collaboration, Not Competition
At the heart of every high-performing organisation lies a commitment to teamwork. Lots of organisational challenges benefit from diverse perspectives and a collective effort to overcome them.
Collaboration isn’t just about working together; it’s about creating an atmosphere where employees feel empowered to contribute, support each other, and grow. Encourage team-building activities and cross-functional projects that allow employees to learn from one another and build stronger bonds. This approach helps employees see themselves as integral to a larger mission. It fosters a culture where collective success is celebrated.
Lead with Flexibility and Trust
Autonomy is a powerful motivator. Many employees state they value the freedom to work in ways that suit their strengths and schedules.
Already this year, we have seen a flurry of announcements from organisations confirming their return-to-office policies. Whilst back-to-office working is often meant to be in the name of teamwork and collaboration (see above), it can backfire if employees perceive the move to stem from a lack of trust. Instead, where suitable, focus on outcomes rather than standardised ways of working. Trust your employees to manage their time effectively—studies repeatedly show you will see increased productivity and engagement.
When you provide clear expectations but give employees the flexibility to meet them, you create an environment where they can thrive. On the other side, feeling micromanaged often stifles someone’s creativity and innovation, leading to diminished results.
Read more about building trust at work right here.
Embrace Human-Centric Leadership
Always remember that your employees are people first. Checking in on their wellbeing, appreciating personal circumstances and challenges, and showing genuine interest in their lives can go a long way in building loyalty and helping people to feel motivated.
At Pro-Noctis, we always train leaders to look to connect with their teams on a human level. This includes recognising someone’s efforts, celebrating team wins, and offering support during tough times. It creates a mutual respect, trust, and openness culture, reminding people of that all-important purpose.
At Pro-Noctis, we help you unlock your team’s full potential and turn your ambitions into achievement. The New Year is a fresh start. Let’s make it extraordinary!
Our highly effective leadership development programmes have been tested across industries and are designed to embed the skills managers need to immediately and positively affect company culture, performance and employee engagement.
Learn more about our services, including our leadership development programmes and in-house training options here. Alternatively, get in touch today to discuss the best training opportunities for your organisation.