• “I have to be alone very often. ...
  • “The only reason why we ask other people how their weekend was is so we can tell them about our own weekend.” ...
  • “cozy+smell of pancakes-alarm clock=weekend” ...
  • “Love me like Saturday night, like three glasses of champagne, like the room is spinning, like you're drunk on my love.”



How to motivate employees if there is no opportunity to raise their wages?

Highly Effective Ways to Motivate Employees.

Employee motivation is key to an organization's success. It's the level of commitment, drive, and energy that a company's workers bring to the role everyday. Without it, companies experience reduced productivity, lower levels of output and it's likely that the company will fall short of reaching important goals too. 


1. Recognition/Attention.
When your employees accomplish something they have achieved something. Your recognition is an appreciation for that achievement. Most managers don't give enough recognition. Recognitions stimulates work interest and employee loyalty. 

2. Applause.
This is a form of recognition but a very specific form. Physically applaud your employees by giving them a round of applause for specific achievements. Where? When? The answer is wherever and whenever. At meetings or company-sponsored social gatherings, a luncheon, or in the office. At the end of a shift, before a shift, and whenever possible in the middle of a shift.
Using plaques or trophies is another effective way of applauding your people. Although "wooden applause" is often successfully used in the form of Employee of the Month plaques, more creative ideas are sorely underutilized. Take the time to be creative, matching special accomplishments with unique awards.

How to motivate your employees

3. One-on-One Coaching.
Coaching is employee development. Your only cost is time. Time means you care. Remember your employees don't care how much you know until they know how much you care. Whenever you recognize and encourage people in "public," it acts as a natural stimulant for others who are close enough to see or hear what's taking place.

4. Training.
Training can help employees understand how their work fits into their company's structure, mission, goals, and achievements. As a result, employees can become more motivated and excited about their work as they understand how what they do matters to the success of the organization.

5. Career Path.
Your employees need to know what is potentially ahead for them, what opportunities there are for growth. This issue is a sometimes forgotten ingredient as to the importance it plays in the overall motivation of people. Set career paths within your organization. If you do this you are sending a very positive message to everyone that there are indeed further career opportunities within your organization.

6. Job Titles.
When you talk about job titles you are tapping the self-esteem of people. How someone feels about the way they are perceived in the workforce is a critical component to overall attitude and morale. Picture a social gathering that includes some of your staff. The subject of work inevitably comes up. Will your people be proud, or embarrassed, to share their title and workplace? The importance of feeling proud of who you are and what you do is monumental. Be creative as you think of possibilities for titles. Have your staff come up with ideas giving them input into the titles. The bottom line, you are dealing with pride...and pride enhances a positive attitude...and a positive attitude is a foundation for continuing success.

7. Good Work Environment.
A recent industry study shows just how inaccurate your results can be. Employers were asked to rank what they thought motivated their people and then employees were asked to rank what really did motivate them. Employers felt "working conditions" was a nine (or next to last) in terms of importance. What did the employees say? Number two! Working conditions are very important to the way employees feel about where they work.

8. Leadership Roles.
Give your people leadership roles to reward their performance and also to help you identify future promotable people. Most people are stimulated by leadership roles even in spot appearances. For example, when visitors come to your workplace use this opportunity to allow an employee to take the role of visitors guide. A great place to hand out leadership roles is to allow your people to lead brief meetings. Utilize your employees' strengths and skills by setting up "tune-up" training sessions and let one of your employees lead the training. The best time to do this is when new people start.

9. Time Off.
Implement contests that earn time off. People will compete for 15 minutes or 1/2 hour off just as hard as they will for a cash award. Put goals in place (padded of course) and when these goals are reached by individuals, teams, or the entire staff, reward them with time off. Allow early dismissals, late arrivals, and extended lunch periods or additional breaks.

10. Theme Contests.
Overall the most successful contests seem to be those affiliated with different themes. Holidays, anniversaries, sports, and culture are examples of ideas to base contests on. Sports, without a doubt, provide the largest opportunity for a wide variety of contests.

5 Sales Contest Ideas To Motivate Your Employee Team

a. Salesperson Of The Month
This one is a classic and is often run as one. The winner is generally the sales rep with the most revenue in sales. But just because this contest carries the classic title doesn’t mean the item being measured has to be classic as well.

b. Winner’s Choice
A winner’s choice is where the winner gets to decide what the prize will be for either themselves or the next month’s winner, with obvious monetary limits or choices set by management beforehand.

c. Sales Bingo
Bingo is always a good time. Turn it into a sales contest by making the squares represent different sales goals. What makes this sales game fun is that it requires skill and luck. The skill to make the goal on each square and the luck to get them in the correct sequence.

d. Retention-Based Sales Contest
In most industries, the companies that are the most profitable aren’t usually making one-time sales but are instead focused on creating repeat sales with the same clients. Sales reps will often get focused on landing new clients instead of catering to the known clients that have already given them their business.  Traveling Trophy (Floating Prize)

Each sales period the sales rep with the highest sales gets awarded a trophy to display on their desk. As long as they stay on top of their game, the trophy stays in their hands. When they are knocked off their highest sales pedestal, the winning rep takes the trophy and displays it at their desk.

By Godisable Jacob




  1. Locating a business away from large urban centers. Larger cities are one of the worst ways of attracting nice family oriented people! Of course good salary/wage packages are always going to be a top draw, and good insurance paid for by, or mostly paid for by the company is another top drawing benefit, but to be located away from the largest sprawling urban centers, is the most attractive draw, to any worker, who has watched 2020 unfold, in America! Best Wishes To You Friend!

  2. Studies have always shown that appreciation, recognition, raises and increasing benefits are the prime motivators, pretty much in that order

  3. If they are reasonably looked after, they get to keep their jobs…its an employers market now….!

  4. There are none.

    Motivation is intrinsic.

    If you don’t understand this, you don’t understand motivation.

  5. They are the same ways one motivated employees in every other year why should they be different in 2020? its almost at an end anyway

  6. It’s not just 2020. It’s every day of every year. Concentrate on W I I F M: What’s In It For Me?

    Employees are there for a paycheck, not a career. Try to see the work day from an employee’s perspective.

  7. Ask them. Most people will tell you what would motivate that. But you still should ask. If you can not do that, money.

  8. ESSENCE of TRAINING is to provide COMPLIANCE and other necessary training to employees to keep them in compliance and to keep them productive by ensuring they can do their job and improve their JOB SKILLS and motivated to WORK!

    ESSENCE of STAFF DEVELOPMENT is to provide a path to employee for advancement by providing training and instruction and classes or classroom instruction on developing their skills on SOFT matters, as opposed “to doing their job” (TRAINING). [HR DIRECTOR]

  9. Encouragement. Positive attitude. Reward system.

  10. Coming down from the ivory tower, and giving your people one-on-one attention is a good way of caring and motivating them.

  11. Learning, educaion, required office procedure, increase of data about each other..How old did you say you were?

  12. The more time you groom your team and keep everyone on the same page, with a clear direction of the end game…the outcome will produce results. I ran my company like an adopted family…against the norms…I relied on their ideas and encouraged all of them…to speak up…creating an effective loyal team is to care about them…listen to their problems…now and again a polite conversation, much ado about nothing…you remember their names…even the janitor man really surprised me with their wealth of knowledge knowing how to take something complicated and narrow it down to its simplest form and still get the desired results…all on one level playing field…its like you take all those fancy titles employees have and toss them out…when you have your meetings which the entire company is invited…those who show up are your team players…those who don’t are your solo players, both effective and balanced…I’m not the boss…neither are they…Get ready to hear some gruff…after all you invited the sports beer guzzlers to the table…and they simply tell it the way they see it…make no bones about it! Its refreshing in an abstract way…Professionalism demands a code of conduct…and this way you get to hear heart felt reasoning…Communication is the key, and without it you have nothing, no love, no trust. I have to admit I got an ear full that tapped my anger…yet I needed to hear what was it that brought them to there to think that way…it sorted out, who assumed and who followed the trail of evidence…in short you get an ear full of shit at times from angry people who vented their rage (bullies)…they tend to rant & rave at times…that’s when you close it down…anger does flare…finger pointers…smiling jacks…story tellers (assume)…name callers…bullies will reveal their character…its all part of the plan…if you had to downsize who would go first…the gossipers, complainers or slackers. Every family has their issues…it’s easy to fire someone…learning to work with what you have…is balanced. You will always have issues…and that’s alright, it goes with the terroritory. It’s one of the greatest learning tools to know who is working for you and with you. Again it goes against all the educational systems and degrees, that’s not how to run a company…I’m very aware of the loss of power…the ruler over all the domains…final say was never an issue for me, I was the owner. I made sure they had a box of sweets…and a beverage…to mingle for 10 minutes…and to close to the doors to anyone running late…it wasn’t important enough to make the time to be there on time. I made allowances for those that told me frank what happened to the next meeting, the exuses (lies) were left behind. I needed to believe everyone on face value…if you told me then you lived it…and can give a fair assestment of the chain of events. The results were steady employment with a team you hand picked and could bank on…and that is confidence like you never felt before. If you care they all will see it…and work harder, the respect you didn’t have to demand…that’s an achievement worthy of top shelf.

  13. Teaching people who is boss and to not pick their nose at a business lunch.

  14. Increased production, good results and happy campers

  15. Essence? I have give you goals and purposes instead. To prepare staff for new tasks and provide guidance in the career path the company has set out for them. Employees could get this from just working, but training is more organized, more efficient and better retained.


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