Motivating employees to go above and beyond (2023)

Here are 7 practices focused on creating the right environment for motivating employees to go above and beyond.

Motivating employees to go above and beyond (1)

Imagine the best team you’ve ever been a part of: One where a leader is motivating employees to go above and beyond to achieve a shared purpose. Everyone is contributing their best work and elevates the outcome to be far greater than what was even originally envisioned.

Does it sound like wishful thinking?

I don’t blame your skepticism.

Trying to figure out how to motivate our team to go above and beyond may feel like a naive quest for an illusionary Holy Grail – especially when maintaining a baseline of motivation can feel like a struggle with our own teams. After all, according to Gallup, only 2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work, in the first place.

Motivating employees to go above and beyond must require secret alchemy of high salaries plus unthinkably posh perks plus some trendy goals framework attached to it… Right?

Wrong. Motivating employees to go above and beyond is not an elusive myth, beholden to only the teams that get lucky or can afford to buy their team’s motivation.

Rather, motivating a team to go above and beyond requires a rigorous reexamination of what truly motivates a team, and how to connect that motivation to the greater vision of what you’re pursuing.

Ready to unlearn, and then re-learn? Let’s jump in…

Demystifying employee motivation

In order to motivate employees to go above and beyond, we must first start with the question: What is motivation, to begin with?

The simplest definition can be reduced to “motivation is wanting,” as defined by Roy Baumeister in 2016. The wanting to achieve great work, the wanting to go above and beyond, the wanting to produce a high-quality outcome… These are “wantings” that we aspire our team to intrinsically have. And in the context of the team these wantings – motivation – are immensely powerful.

To increase and direct our team’s wantings, as leaders, we create and leverage what tools and systems we have: Goals and monetary incentives, most commonly. Perhaps it’s using the OKRs goals framework, or awarding bonuses when certain milestones are hit, or giving generous healthcare benefits.

While these goals and incentives are helpful, they also overly employ extrinsic motivation. That is, they rely on an external factor to conjure a compelled sense that someone should do something.

Extrinsic motivation can absolutely work for motivating employees to go above and beyond, especially in the short term. However, studies have shown that if you want results to truly be long-lasting, for employees to be motivated to go above and beyond, we must tap into intrinsic motivation.

A 2011 study, in particular, revealed how employees who are intrinsically motivated are three times more engaged than employees who are extrinsically motivated. COVID-19 further exposed this reality for many of us: With the ability for people to work remotely, people’s desire for roles more aligned with what they personally want for themselves and their lifestyle – intrinsic motivation, in short – has resulted in the “Great Resignation.” Extrinsic motivation is not enough.

Intrinsic motivation is what we as leaders are truly looking to tap into if we want our employees to go above and beyond. The kind of motivation that is self-generated, from the employee themselves, around what they want for themselves that contributes to what the team is trying to accomplish.

This requires a reframing of employee motivation for us as leaders, as a whole. We cannot merely ask: “How do I motivate my team?” because doing implies that motivation is a thing we give to our team. But in fact, our team is already motivated intrinsically – they already have beliefs, willingness, ideas, talents, and gifts inside them. Rather, if we want to increase intrinsic motivation in our team, we must ask: “How do I create an environment that enables my team to motivate themselves?”

Motivating employees to go above and beyond (2)
Motivating employees to go above and beyond (3)

An environment is what we influence as leaders – not people, themselves.

(Video) Go The Extra Mile | Doing More Than Required | Going Above And Beyond In Business

This difference is beyond semantic. When we focus on influencing the environment versus influencing people, we unlock the real secret to enabling motivation: That motivation is not a dial you can crank up nor a series of checkboxes you tick. It is a true commitment to first understanding what motivates your team – and then connecting what motivates them to what you’d like the team to accomplish. Only in this reframing are you able to be motivating employees to go above and beyond.

So, how do we do it? How do we create an environment for our team to tap into their own sense of intrinsic motivation?

Let’s dive into the 7 practices for motivating employees to go above and beyond…

7 practices for creating an environment for your team to motivate themselves

# 1: Define the observable behavior.

What do we want, as leaders? Yes, we want to be motivating our team to go above and beyond… but above and beyond what? What does “higher motivation” exactly mean?

Oftentimes, when we say “I need to motivate more our team,” we’re wildly imprecise in identifying the real output of strong motivation. Does it mean your team is moving faster? Does it mean a higher quality of work? There’s a large gap between what I call the “desired descriptor” and the “observable behavior.”

A desired descriptor is a vague generalization. An observable behavior is a specific, tangible action or event that we could point to, so we can anchor future action around it.

For instance, you might say, “I want more engagement,” but what you really mean is, “I want more participation in the learning opportunities we give our staff.” The former is the desired descriptor – a fuzzy notion of an idea. The latter is an observable behavior – a firm, noticeable event we’d like to see happen.

Here’s another example: You might say, “I want better performance,” but what you really mean is “I want our team to have a higher bar for the quality of work.” The former, as a desired descriptor, doesn’t give you much basis for action. The latter precisely identifies an observable behavior you’d like to pursue.

Motivating employees to go above and beyond (4)

See the difference?

This distinction between the desired descriptor and observable behavior is critical because if we’re unable to zero in on exactly what we want to change, then we have no hope of changing it.

#2: Play detective.

You know what you want… But what does your team want?

Yes, you’ve identified the observable behavior you’d like to see being exhibited by your team. But how does your team feel about it? What is your team motivated by?

To uncover what your team exactly wants, here are some questions you can ask your team members during a 1:1 meeting around motivation:

  • What project or part of your job do you feel most energized or excited about working on? Why?
  • What project or part of your job do you feel most in your “flow state”? Why?
  • Which project do you most look forward to working on? Why?
  • When have felt most proud to have been a part of the organization? Why?
  • In your work life, what would you feel most deeply motivates you or feels most rewarding?

These questions can give you a sense of what your team wants – and so you can better align that wanting with the observable behavior you’d like to see different.

Eager for more of these questions around motivation? Be sure to check out our One-on-Ones Tool, which gives you hundreds of 1:1 meeting templates and questions to choose from.

Ask these questions with our 1:1 Tool 💭

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(Video) 3 ways to create a work culture that brings out the best in employees | Chris White | TEDxAtlanta

Learn more

#3: Individualize everything.

Motivation is personal. What motivates your newest hire might not be what motivates someone who’s been on your team for a long time. Everyone’s source of motivation is different.

While this truth feels obvious, we often unintentionally as leaders project our own preferences, ideas, and sources of motivation onto others. Recently, I was speaking with a leader who was confused about why a team member was struggling. “I love projects like this,” this leader told me. It wasn’t until after we examined the scenario together did this executive realize this team member was struggling with work because the team member disliked ambiguity – and she as a leader loved ambiguity.

Feel familiar? No worries, it happens to the best of us. As a result, we must align projects, goals, communication, and incentives with what the other person is motivated by, if motivating employees to go above and beyond is our intention.

Here are some examples of how you can do this…

  • If a direct report is motivated by public recognition, give public recognition to a direct report when a project is complete.
  • If a direct report is motivated by detailed work, switch your direct report to be focused on more detail-oriented initiatives, instead of creative projects.
  • If a direct report is motivated by having deep thinking time, move or cancel a video chat meeting so a direct report has more uninterrupted time to work.

Whew. If this sounds like a lot of work…it’s because it is 🙂 Individualization requires effort and time to do, especially the more direct reports you have.

However, individualization is a core tenet of practicing great leadership. Creating the best environment for our team relies on our ability to create the best environment for each specific person. There are no shortcuts.

Motivating employees to go above and beyond (5)

Admittedly, you may not be able to individualize all the time. Sometimes there are projects that have to get done – and you can’t customize or individualize them. What do you do in those situations? Read on.

#4: Stop surveillance. Give choice.

While you can’t always perfectly individualize and align someone’s project and goals with what they are most motivated by, you can create positive conditions for motivation by giving choice in what people can do. In Edward Deci’s formative book on human motivation theory, Why We Do What We Do, he describes how “meaningful choice engenders willingness” and results in a higher quality of decisions, and greater motivation and commitment to the task, shown from research he’s done over 20 years.

Here are some scenarios for how you can give choice in situations even when it feels like there might not be much choice, to begin with…

  • Instead of dictating the approach to a project, give options to an employee for how they’d like to approach the project and which tools they’d like to use.
  • Instead of imposing when the exact deadline should be for a project, give choice by asking, “What deadline do you think makes the most sense, given the context of this project?”
  • Instead of assigning a direct report a set of goals, invite them to participate in the formation of those goals so they have a choice in goals set.

Even further, as described by Deci, studies have revealed that when people can actively choose their own goals, they’re more likely to follow through on them. And so, choice is critical in creating an environment for motivating employees to go above and beyond.

#5: Highlight progress – efficiently and meaningfully.

What makes for a “great day at work”?

A landmark study shared by Harvard Business Review in 2010 sought to answer this question, in which they examined the diary entries of nearly 12,000 workers. From this, they found that making progress in one’s work (even incremental!) is more frequently associated with positive emotions and high motivation more than any other workday event.

Not getting a raise. Not getting a compliment from their boss. Making progress is what made for “a great day at work.”

Consider for yourself the same question: What makes for a “great day at work” for you? When you talk to your partner or a friend at the end of the workday and they ask you “How was work today?” what influences your response to them the most?

Like the 12,000 workers studied, you might find a similar sense of “a great day” equating to making progress at work. The days we get stuck, where had meetings all day and got nothing done, or aren’t sure why or how our work is helping us move forward, is massively demotivating. And the days where we make progress feel exemplary.

(Video) Money Isn't the Way to Motivate Employees. Find Out Why!

As a result, as leaders, we must be vigilant about proactively sharing progress as much as possible for motivating employees to go above and beyond.

Motivating employees to go above and beyond (6)

Here are two high-leverage ways to do this:

Automatic status updates: Rather than asking your team to write up a lengthy progress report every week or attend lengthy status update meetings, keep your day-to-day status updates efficient and consistent. Specifically, consider automating your progress updates as much as possible. Here at Know Your Team, we use our Heartbeat Check-in every single day as a way to proactively share progress. Every day, each person shares what they worked on yesterday and what they’re going to work on today – and it gives an easy way for everyone to have a high-level view of what progress we’re making as a team, while saving us time and effort in the process.

Meaningful “big picture” write-up of progress: To help your team understand how their day-to-day progress fits into the greater progress of the team, you’ll want to spend some time each week or each month (or both) writing up how the team as a whole is making progress. Here at Know Your Team, I do this by writing a brief update to the team every Monday that answers: “How are we tracking toward our big picture goals and priorities this month?” And every month, I write up an in-depth summary of “How did we do last month, and what are we looking toward for next month?” Both big picture write-ups highlight progress on a more macro level and give greater coherence to the work each of us is doing on a day-to-day basis.

Progress is an engine for motivation. But it begs the question: What is your team making progress towards? Keep reading for the answer…

Use our Heartbeat Check-in ❤

Automate the sharing of progress in your team.

Learn more

#6: Go big on a “picture of a better place.”

We’ve discussed how to create conditions for your team to feel motivated… But what is it that we want our team to feel motivated about? There must be some ultimate outcome, some culminating end state that is compelling and animating your team to feel excited in the first place, and motivating employees to go above and beyond.

That would be vision: A picture of a better place. A picture of what the future world looks like because of the work you do. The clearer the vision is, the clearer that your team understands what their work adds up to and what they’re building towards.

The question is: How clear have you been illustrating this vision? I recently spoke with a CEO who admitted that though their mission and values were very clear, their vision was blurry. “I’ve been talking a lot about the work we do,” shared this CEO, “but not illustrating the end state, the better world we create, because of it.”

For instance, here are Know Your Team, our mission is to help leaders become better. But that’s not our vision – because “helping leaders become better” doesn’t describe a future world or end outcome. Rather, our vision is “a world where bad bosses are the exception and not the norm.”

Our mission describes what we do today. Our vision describes what we’d like the world to look like because of what we do, in the future.

Consider the company Apple as another example. Their mission, one might say, is “to create products that make people’s lives easier and more enjoyable.” But their vision – the picture of a better place –is “a world where more meaningful connection and work happens, delightfully, and simply.”

Notice the difference? The more we as leaders can illustrate vision, rather than just mission, the more that we can create an environment that motivates employees to go above and beyond.

#7: Clarify expectations. (It’s never too clear.)

We all recognize the importance of setting clear expectations as leaders. And yet, according to a 2017 survey by Gallup, only 50% of employees clearly know what is expected of them at work. Furthermore, only 26% of employees strongly agree that their manager continually helps them clarify priorities.

A gap exists. As leaders, we have strong expectations for what the work should look like – but we don’t always communicate that up front. We must bridge this gap, as an employee can’t tap into their own sense of motivation if they don’t know what they should be doing in the first place.

Ask yourself: How can you make expectations for great work even clearer?

Specifically, you can ask your team members directly in one-on-one meetings:

  • Is it clear what projects are most important?
  • Is it clear why the project matters?
  • Is it clear why the level of urgency around the project exists?
  • Is it clear what “success” for this project looks like?
  • Is it clear what external factors the team should consider in order to successfully execute this project?

You can use our One-on-Ones Tool in Know Your Team to access more of these one-on-one meeting questions and templates, if helpful.

(Video) How to MOTIVATE the UNMOTIVATED | Simon Sinek

Ask these questions with our 1:1 Tool 💭

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I hope these 7 practices provide a useful starting point, as you consider motivating employees to go above and beyond. Keep in mind: These are practices. They require repeated implementation and enacting to get us closer to where we want to be. Motivation won’t just “appear” overnight. Rather, it’s the outcomes of these repeated actions that focus on creating the right environment, rather than trying to manipulate people.

Begin with one of these practices today, and you’ll be on your way to creating an environment for motivating employees to go above and beyond.

If you’re looking to put these practices to use, you’ll want to tryKnow Your Team– ourOne-on-Ones Tool,Heartbeat Check-in,Icebreakers, and more are all focused on creating an environment that enables team motivation remotely in a sustainable way. Try Know Your Team for free today.

You might also enjoy reading…

  • How to build team morale remotely

  • How to coach employees? Ask these 1-on-1 meeting questions

  • The 3 Stay Conversations: The best way to improve employee retention

  • What to do when you’re feeling a lack of motivation at work, as a manager?

Written by Claire Lew

CEO of Know Your Team. My mission in life is to help people become happier at work. Say hi to me on Twitter at @clairejlew.

(Video) Motivation and Performance


What motivates you to go above and beyond at work answer? ›

Success is what motivates me to do a good job. Knowing the fact that my hard work and perseverance will help me achieve greater professional success is what keeps me going. I feel that aligning the company's vision and values with my own is one way to achieve that.

What are 5 things leaders do that are highly motivating to staff? ›

5 Things Great Leaders Do to Motivate Their Employees
  • Always have a positive outlook.
  • Show gratitude towards your team.
  • Communicate, communicate, communicate.
  • Be humble, no matter your position or accolades.
  • Always have an approachable attitute.
15 Feb 2019

How do you answer going above and beyond? ›

How to answer "Tell me about a time you went above and beyond"
  1. Think about a project you completed with a clear goal. Consider a time when you had a project or task that had a clear goal. ...
  2. Discuss why you chose to go above and beyond. ...
  3. Explain how you went above and beyond what is required. ...
  4. Explain the outcome.

What is the best answer for what is your motivation? ›

Good answers to the question 'what motivates you?'
  • meeting deadlines, targets or goals.
  • mentoring and coaching others.
  • learning new things.
  • coming up with creative ideas to improve something, or make something new.
  • analysing complex data in order to draw clear and simple conclusions.
  • working well as part of a team.

What do you say to an employee who goes above and beyond? ›

Messages for top performance
  • Your outstanding performance is an inspiration to us all. Keep up the amazing work!
  • Thank you for always putting your best foot forward! Your performance is always top-notch, even when you take on more work.
  • You've really raised the bar.
2 Nov 2022

Can you provide an example of where you have gone above and beyond the role to achieve a goal? ›

More Examples of Going Above and Beyond Expectations at Work: Staying late or adjusting your schedule, even though it wasn't convenient for you, to help the company. Filling in for a manager or boss who couldn't attend work for unexpected reasons.

What are 3 examples of how managers motivate people? ›

7 Ways Managers Can Motivate Their Employees
  • Praise. People want to know if they've done a good job. ...
  • Encourage autonomy. ...
  • Treat them with respect. ...
  • Allow honest criticism and complaints. ...
  • Ensure a healthy work life balance. ...
  • Be fair. ...
  • Pay them more.

What factors motivate employees the most? ›

Top 10 factors that motivate employees
  • Appreciation or recognition for a job well done.
  • Being in the know about company matters.
  • An understanding attitude from the management.
  • Job security.
  • Good wages.
  • Interesting work.
  • Career advancement opportunities.
  • Loyalty from management.

What will you bring to the team? ›

Express your enthusiasm for working in teams

Express your enthusiasm for working as part of a team to show an employer that you're a dedicated and motivated team player. As you connect your experience and skills to previous jobs, describe what you liked about working with your team.

Why is it important to go above and beyond? ›

When you go above & beyond your job description, you develop new skills, gain broader experience, gather more extensive knowledge, gain reputation, and make a positive difference not only for your own life but also for others.

Can you give an example of a time when you overcame a professional challenge? ›

Full Example 1:

One of the biggest work challenges I've overcome happened at my last job. Two team members were let go and I was left with the workload of three people. I fell behind and knew I couldn't keep up in the long term, so I asked my manager for help.

What is your greatest motivating factor to achieve the goals? ›

Reward yourself

Positive reinforcements are one of the most effective motivating factors. You can give yourself rewards for achieving your ultimate goal or for completing milestones along the way.

What motivates you to work harder? ›

Having a sense of duty, a place to go, things to accomplish and achieve is a great motivation. Having a sense of duty is necessary for the development of a strong identity. Having a career provides us an important role to fulfill that is backed by strong values.

What are the 7 most important types of motivation? ›

Best types of motivation for different activities
  • Reward-based motivation.
  • Attitude motivation.
  • Fear-based motivation.
  • Creative motivation.
  • Achievement motivation.
  • Competence motivation.
  • Power motivation.
17 May 2021

What are 5 ways to stay motivated? ›

5 Tips for Staying Motivated (even if you're really not feeling...
  1. Set realistic goals. You may have heard this before, but setting SMART goals can help organize how you approach different achievements. ...
  2. Have a support system. ...
  3. Recognize your roadblocks. ...
  4. Be nice to yourself. ...
  5. Celebrate the small and big victories.

How do you praise an employee for going above and beyond? ›

Appreciate employees who go above and beyond to show kindness to others. Thanks so much for making me feel better today. You're a great coworker (and cheerleader.) You consistently go the extra mile for not just work but your co-workers.

How do you write an employee's appreciation speech? ›

Employee Appreciation Speech Guidelines
  1. Step 1: Get Your Audience's Attention With A Thoughtful Greeting. More often than not, people expect boring speeches at company gatherings. ...
  2. Step 2: Elaborate On Specific Employee Behaviors You Appreciate. ...
  3. Step 3: Mention the Effects of Your Employees' Behaviors. ...
  4. Step 4: Say Thank You.
11 Aug 2022

What do you say to employees for employee appreciation? ›

Congrats on your outstanding work. We are continually impressed by the results you produce! You play a crucial role in our team and the company's success. It's been a long time working towards accomplishing this, and you've exceeded our expectations at every step.

Can you give us an example of when you've successfully worked as part of a team? ›

Example: 'I worked on a sales team where we needed to increase our monthly sales. I started a weekly meeting where the team could brainstorm and share our ideas for innovating and finding new sales tactics. I worked with colleagues to put these ideas into presentations, which we delivered to managers.

How do you respond when asked something beyond your capability? ›

Example: “When asked to do something beyond my capabilities, I first look at the task and determine the aspects I can't complete. Then, I look for guidance from my coworkers.

How do you inspire and motivate employees? ›

How to Motivate and Inspire Employees
  1. Remind People Why They Were Hired. ...
  2. Push Employees to Challenge Themselves. ...
  3. Ask Employees for Advice. ...
  4. Lead Your Team by Example. ...
  5. Tap Into Employees' Passions. ...
  6. Ask Your Employees for Feedback. ...
  7. Highlight employees' Inspiring and Motivational Stories. ...
  8. Let Employees Share in the Success.
17 Jan 2022

What are the 3 simple secrets in motivating employees? ›

As he describes them: "Autonomy: the urge to direct our own lives. Mastery: the desire to get better and better at something that matters. Purpose: the yearning to do what we do in the service of something larger than ourselves."

What is employee motivation example? ›

Awarding an additional day of paid time off to employees with excellent performance. Awarding employees or team members with a free or catered lunch. Determining a team member's interests or preferences regarding specific projects or tasks. Allowing high-performing employees to leave work early for a day.

How do you motivate employees to work harder? ›

Here are 20 ways to improve employee motivation :
  1. Improve corporate and team culture. ...
  2. Develop a modern work environment. ...
  3. Provide an Employee motivation platform. ...
  4. Provide transparent and clear communication. ...
  5. Encourage teamwork. ...
  6. Encourage innovation and creativity. ...
  7. Express gratitude. ...
  8. Recognize a good job.
15 Jun 2022

Which is the strongest motivator for employees? ›

In several studies of social comparison in the workplace, Larkin has found that the most powerful workplace motivator is our natural tendency to measure our own performance against the performance of others.

What are the top 3 things that motivate you? ›

Good Answers to the Tricky Interview Question "What Motivates You?"
  • learning new things.
  • acquiring new skills.
  • meeting deadlines, goals and targets.
  • coaching others.
  • improving processes, finding ways to solving problems.
  • leading a team or being a part of a team.
  • completing a difficult project.
  • overcoming challenges.
19 Sept 2022

What is the most powerful form of motivation? ›

In summary
  • Intrinsic motivation is generally more effective than extrinsic motivation. ...
  • "Carrot" (reward) can be an effective form of motivation for repetitive tasks, and certain teams. ...
  • "Stick" (punishment) is far less effective at motivating teams than "carrot" and intrinsic motivation.
14 Oct 2019

What motivates you to go above and beyond at work? ›

Employees want to feel their work is meaningful and their skills are being used to the fullest. They also want to receive feedback, recognition for performance and opportunities for professional development. Overall, employees want reinforcement that what they are doing is making a difference to the company as a whole.

What are the 3 patterns of motivation? ›

McClelland's Human Motivation Theory states that every person has one of three main driving motivators: the needs for achievement, affiliation, or power. These motivators are not inherent; we develop them through our culture and life experiences.

What are examples of going above and beyond at work? ›

General Examples

Working overtime and/or weekends with or without being asked. Doing something outside your job description because a responsible party was unavailable. Taking responsibility for someone else's error and resolving it in a positive way for everyone involved; your employer particularly.

What makes you motivated to do a great job at work? ›

What motivates you to do a good job? – more example answers
  • Stability or job security.
  • Working to deadlines.
  • Leadership.
  • A sense of achievement or accomplishment.
  • Helping others in my job.
  • Growing my professional network.
  • Learning and development.
  • A great work culture.
21 May 2019

What motivates you to work hard and do your best? ›

What Motivates You to Work?
  • Money. Initially, the main thing we view as the most worthy motivating force inspiring us to work hard is money. ...
  • Purpose. To live a truly fulfilled life we need to have a sense of purpose. ...
  • Making a difference. ...
  • Responsibility. ...
  • Challenge. ...
  • Community. ...
  • Acknowledgement. ...
  • Duty.
13 Sept 2018

What motivates you to do what you do in the workplace? ›

A great work environment

“The workplace environment often has the biggest impact on how motivated you are at work. You thrive when you are part of an upbeat, supportive environment that gets you "in the zone" that you need to be in so that you succeed.

What are the 3 things that motivate you as an employee? ›

People are motivated in their professional lives by certain factors, including money, recognition, power, passion and meaning. These factors can have a major influence on productivity, and an employee might rely on one or more of these areas to foster a passion for their work.

What motivates an employee in workplace and how it can it be improved? ›

Recognise and reward great work

Employees need to know that their managers appreciate their hard work. Giving well-deserved recognition not only increases self-esteem but also enthusiasm and team morale. A recognition platform is an effective tool to celebrate star performers who embody your company values.

How do managers motivate employees examples? ›

7 Ways Managers Can Motivate Their Employees
  1. Praise. People want to know if they've done a good job. ...
  2. Encourage autonomy. ...
  3. Treat them with respect. ...
  4. Allow honest criticism and complaints. ...
  5. Ensure a healthy work life balance. ...
  6. Be fair. ...
  7. Pay them more.

What are four things that motivate you at a workplace? ›

Five key factors that will motivate your employees more than money
  • Feeling a sense of meaning and purpose in their work. ...
  • Working in a positive company culture. ...
  • Being recognised for their hard work. ...
  • Opportunities for learning and development in the workplace. ...
  • A clear path of career progression.
26 Apr 2016

How would you motivate your team interview question? ›

You could say: “I've found a couple of great ways to motivate team members. One of my favorites is empowering them to make more decisions and helping them grow their skills each day on my team. For example, in my last role, I had a team member who was struggling with….”


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