🔹 Motivated teams show 12% higher productivity while disengagement costs $1 trillion annually. [1]
🔹 Intrinsic motivators (purpose, growth) drive longer retention than salary alone. [2]
🔹 Employees prioritize flexibility over higher pay.
🔹 Meaningful work alignment boosts engagement. [3]
Table of Contents
What Are Motivators at Workplace?
Motivators at work are key to employee productivity, satisfaction and long term retention. Research shows a motivated workforce can boost productivity by 12% while disengagement leads to high turnover which costs companies big time. [1]
But motivation isn’t just about higher salaries or bonuses. Many factors influence workplace motivation and understanding these allows employers to build a team that not only performs well but also stays committed. This is especially important in today’s competitive job market where retaining top talent is as important as attracting it.
The Link Between Employee Motivation and Productivity
Motivators at work directly impact employee engagement, efficiency and job satisfaction. Gallup’s 2022 State of the Global Workplace Report shows unengaged employees contribute to a $7.8 trillion loss in productivity globally and improving employee morale can significantly boost job fulfillment and collaboration. Plus poor engagement and high turnover costs US businesses nearly $1 trillion annually.
For working parents, motivators at work play an even bigger role in balancing their professional and personal responsibilities. When employees feel supported and motivated they are more likely to stay engaged and contribute meaningfully. But to truly understand motivation you need to distinguish between motivation and engagement.
Is Motivation the Same as Employee Engagement?
While motivation and engagement are related they are not the same. Engagement is an employee’s emotional connection to their work and workplace—it’s about feeling valued, having a sense of purpose and being committed to the organisation. But motivation is what turns that emotional connection into action.
To create a thriving work environment companies need to get the balance right between motivation and engagement to motivate employees.
What Are Intrinsic Motivators in the Workplace
Intrinsic motivators (also known as non-monetary motivators) come from within an individual and are driven by personal satisfaction, passion or sense of accomplishment. Employees who are intrinsically motivated tend to be more engaged, creative and committed to their role because they find their work personally meaningful. [2]
But while intrinsic motivation plays a big role in long term job fulfillment it’s important to understand how it differs from extrinsic motivation—another key factor in employee performance.
By focusing on intrinsic motivators organisations can inspire employees to engage more with their work and contribute to innovation and teamwork.
Intrinsic vs Extrinsic Motivators in the Workplace
Intrinsic motivation is driven by:
- Personal growth and development
- Sense of achievement and fulfillment
- Passion for the job and the work itself
Extrinsic motivation is driven by:
- Salary increases and financial bonuses
- Promotions and career advancements
- Performance-based incentives and recognition
Intrinsic motivators create long term commitment, extrinsic motivators provide short term incentives. A balanced workplace has both, so employees feel fulfilled and rewarded for their efforts.
Benefits of Employee Motivation
When employees are motivated they show up each day with energy, focus and commitment to their work. Here’s how motivation makes a real difference at work:
- Higher Productivity – When people are motivated they work more efficiently and get more done in less time. This means businesses can take on more projects, serve more customers and increase overall success.
- Less Absenteeism – When employees feel valued and enjoy their work they’re less likely to call in sick or miss work without a valid reason. This reduces disruptions and helps companies avoid extra costs of hiring and training new staff.
- Handle Uncertainty Better – Motivated employees adapt quickly and stay strong during change. Whether it’s a new company strategy or an unexpected challenge they remain focused and find ways to work through uncertainty with confidence.
- Better Problem Solvers – A motivated team doesn’t avoid challenges – they take them on. Employees who feel engaged and appreciated are more likely to think creatively, work together and come up with solutions that help the business grow.
- More Innovation – Motivated employees don’t just follow routines – they look for ways to improve. They come up with new ideas, find better ways to solve problems and take the initiative to enhance products, services and processes.
- Better Reputation & Easier Hiring – People talk about their jobs, both good and bad. When employees feel motivated and appreciated they share their positive experiences, making the company a more attractive place to work. This makes it easier to hire and keep top talent.
By creating a motivating work environment where employees feel inspired and appreciated companies can boost productivity, encourage new ideas and build a strong workforce.
15 key motivators at workplace
1. Meaningful Work
Employees prioritize work that aligns with their values, strengths and career aspirations, including career development opportunities. When they see their contributions making a difference their engagement and motivation increases. [3]
What Employers Can Do:
- Assign work that aligns with employees’ interests and career goals.
- Ensure team objectives are linked to the organisation’s overall purpose.
- Show the real-world impact of employees’ work.
Research says meaningful work ranks higher than salary, job security or working hours in job satisfaction.
2. Challenging Work
Employees thrive when given opportunities that stretch them beyond their comfort zones. Engaging work should encourage learning, problem-solving and skill development which in turn keeps employees motivated.
What Employers Can Do:
- Assign stretch projects that require employees to learn new skills.
- Allow team members to own complex tasks.
- Encourage collaboration on problem-solving initiatives.
High performing employees stay engaged when work is stimulating. Instead of simplifying tasks leaders should offer challenges that make employees feel valued and capable..
3. Mutually Beneficial Work Relationships
The employer-employee relationship should be reciprocal where both parties invest in and benefit from the partnership. Employers should help employees by supporting their personal and professional growth. Employees need to feel backed in both their personal and professional growth.
What Employers Can Do:
- Offer fair compensation, benefits and flexible working.
- Prioritise employee wellbeing.
- Train managers to enhance team dynamics.
4. Inspiring Work Environment
An environment that fosters collaboration, inclusivity and appreciation can boost employee motivation significantly. A positive culture encourages engagement and productivity and work life balance.
What Employers Can Do:
- Define and communicate the company mission.
- Encourage teamwork and cross departmental collaboration.
- Recognise and celebrate diversity in the workplace.
A toxic work culture on the other hand can drain motivation. Organisations should actively address conflicts and ensure employees feel psychologically safe.
5. Recognition and Appreciation
Employees who feel appreciated are more motivated to do their best. Acknowledgement of their work leads to higher job satisfaction and engagement.
What Employers Can Do:
- Offer personalised recognition for each employee.
- Provide immediate and specific feedback.
- Create a system for peer-to-peer recognition.
Research shows employees are more productive when their work is recognised.Leadership plays a big part in employee motivation. Leaders who build trust, support and celebrate team achievements have a more engaged workforce.
6. Strong Leadership
Effective leadership plays a crucial role in employee motivation. Leaders who build trust, offer support, and celebrate team achievements create a more engaged workforce.
What Employers Can Do:
- Create an environment of trust and transparency.
- Have regular one-on-one check-ins to understand employee needs.
- Provide clear career paths.
Employees are more motivated when they feel heard, valued and led by competent leaders.
7. Opportunities for Advancement
When employees see a clear career path within their organisation they are more likely to stay engaged. Feeling “stuck” in a role can lead to disengagement and job searching elsewhere.
What Employers Can Do:
- Offer mentorship and leadership development programs.
- Provide internal promotions.
- Encourage skill-building through challenging projects.
8. Professional Development
Investing in employee development shows an organisation values its people. Access to learning opportunities increases motivation and performance which are key to keeping employees engaged and driven.
What Employers Can Do:
- Offer tuition reimbursement for relevant courses.
- Provide access to workshops, seminars and certifications.
- Encourage knowledge-sharing within teams.
9. Promote Workplace Equity
Workplace equity isn’t about treating everyone the same – it’s about providing the right resources and opportunities based on individual needs. A one-size-fits-all approach can leave employees feeling overlooked and unsupported.
What Employers Can Do:
- Tailor training & development:
- Office employees can do desktop-based courses.
- Frontline workers need mobile-friendly, bite-sized learning.
- Customise policies & benefits:
- A working parent may need flexible hours for childcare.
- A single employee might value travel opportunities.
- Ensure fair access to growth opportunities:
- Provide mentorship, career advancement and learning paths for different job roles.
10. Create real-time communication channels
Employees want more than just a paycheck—they want to feel heard and valued. Leadership must move beyond surface-level feedback and foster real engagement.
What Employers Can Do:
- Encourage open dialogue:
- Regular check-ins with managers and leadership.
- Opportunities for employees to contribute ideas and improvements.
- Act on feedback:
- Employees are more motivated when they see real changes based on their input.
- Implementing suggestions builds trust and strengthens commitment.
Listening isn’t enough—action is what truly makes employees believe they are valued and engaged.
11. Flexibility
A 9-to-5 schedule is no longer the norm. Employees value flexibility more than salary or benefits. Whether it’s remote work, hybrid schedules or adjustable hours, flexibility is a key to job satisfaction, retention and productivity.
For working parents—especially moms—flexibility is not a perk, it’s a necessity. Balancing work and family responsibilities can be overwhelming.
Companies that offer flexibility create a win-win—employees know they are trusted and empowered, businesses get higher engagement and loyalty.
What Employers Can Do:
- Go remote or hybrid where possible. It helps employees manage both their professional and personal lives.
- Offer flexible scheduling so employees can adjust their work hours around childcare, school events or personal commitments.
- Support working parents with family-friendly policies such as on-site childcare, childcare stipends or extended parental leave.
12. Work-Life Balance
Employees who are constantly stretched between work and life don’t just experience stress—they lose motivation, engagement and ultimately, their connection to the company.
This is especially true for working parents, particularly moms, who often take on the majority of caregiving responsibilities. Long hours, unrealistic expectations and no boundaries make it impossible for them to excel in both areas.
What Employers Can Do:
- Encourage true disconnection after work hours by setting clear boundaries on emails, calls and expectations.
- Offer generous PTO and parental leave so employees know they are supported, not guilty when taking time off.
- Create a culture where work-life balance is respected—this means leadership sets the example by taking time off and encouraging employees to do the same.
13.Workplace Connection and Inclusion
A strong sense of connection at work:
- Boosts morale and motivation
- Strengthens teamwork and collaboration
- Reduces the risk of a toxic work environment
Creating a culture of inclusion requires:
- A psychologically safe workplace where employees are comfortable asking questions and voicing concerns
- An environment where team members can share ideas without fear of negative consequences
- Leadership that actively encourages open communication and mutual respect
When employees perceive secure and valued, they are more likely to:
- Engage in decision-making, which motivates employees
- Contribute actively to team success
- Build meaningful relationships with colleagues
What Employers Can Do:
- Implement fair and transparent policies
- Encourage collaboration across all levels of the company
14. Ensure Fair Accountability
A motivated workforce thrives in an environment where expectations are clear, and everyone is treated fairly.
What Employers Can Do:
- Set transparent performance standards so employees know what’s expected.
- Apply rules and policies equally—favoritism can quickly erode morale.
- Hold all employees accountable for their actions, regardless of position or tenure.
- Ensure managers enforce policies consistently across teams.
15. Create an Equitable Workplace
Workplace equity means giving every employee the tools and opportunities they need to succeed, rather than assuming a one-size-fits-all approach.
What Employers Can Do:
- Recognize that employees have different needs based on their roles and responsibilities.
- Ensure workplace policies and benefits cater to diverse employees, including working parents and remote staff.
- Provide development opportunities that are accessible to all employees, regardless of their job level.
How Avocado Health Helps Employers Boost Employee Motivation
When employers provide Avocado Health as a resource, they demonstrate they really care about their employees beyond their job.
Avocado Health delivers personalized parenting support with expert-backed guidance, helping working parents manage daily challenges, reduce stress, and stay focused at work.
By addressing these real-life struggles, employers create a supportive culture that strengthens motivation, enhances productivity, and improves retention.
Conclusion
Motivators at the workplace play a big role in keeping employees productive, engaged, and committed for the long run. When a workplace offers the right mix of career growth, flexibility, recognition, and inclusion, people feel more satisfied, stay longer, and bring fresh ideas to the table.
FAQs
Which One Is Better: Intrinsic or Extrinsic Motivation?
Intrinsic motivation is generally more effective for long-term job satisfaction and sustained performance, as it encourages employees to take initiative and engage in their work deeply. However, extrinsic motivation is essential in certain situations, such as meeting deadlines, encouraging competition, or rewarding high performance.
The best approach is to combine both—using extrinsic rewards to recognize achievements while fostering an environment that nurtures intrinsic motivation for lasting success.
Can an Employee Be Engaged but Not Motivated?
Absolutely. An employee can feel connected to their workplace, enjoy their role, and align with the company’s mission but still lack the push to go the extra mile. They may show up, do their job, and be a great team player, but without motivation, they won’t take initiative or push beyond their basic responsibilities. Balancing both engagement and motivation is key to unlocking real productivity.
Resources
Dad of 5. CEO & Co-Founder of Avocado Health. Former HealthTech & FinTech Founder. Passionate about empowering families and driving change in parenting and child development.