Do you manage a team? Do your employees need continuous building of engagement and motivation? Here are 5 steps worth remembering when building employee motivation.
nnnnn- Before major undertakings, give the employee the opportunity to make a choice - an independent choice. Every employee, before any special undertaking, should have the opportunity to learn all its pros and cons, should know the price to be paid for its implementation, and only then make a fully conscious decision. Only after voluntarily taking on a task is the employee able to double their efforts in case of failure. Otherwise, they start (much more often) to give up. In short, without a consciously and voluntarily made decision, it is impossible to achieve long-term success. nnnn- Get to know your employees! If you don’t know anything about an employee’s motives, their successes, capabilities and their limits, you cannot motivate them well. What will make the biggest impression on an employee is that you can list their achievements and successes “from memory.” This is the best proof for them that you pay attention to their merits, recognize them, and that they are important to you. An employee will never fully mobilize their strength if they feel that their achievements don’t attract much attention or don’t seem particularly important to anyone. nnnn- Show interest in the employee’s personal matters! Under no circumstances let the employee feel that you only see their successes or efficiently executed orders in them. Show them that their health, their future, family, and private worries and needs are also important to you. If you, as the boss, don’t show them personal interest, why should they care (more than necessary) about your priorities? Besides, your interest in the employee means they don’t have to look elsewhere to satisfy their need for warmth and security, but can use all their energy for the good of the company. nnnn- Be patient! This requirement seems to cause the most trouble for many managers. They themselves have enormous capabilities and expect their employees to achieve extraordinary results at the same pace and with the same commitment. However, this assumption is false. The highest achievements require patience. They also require supervisors to believe in their employees and their capabilities, even when problems and failures arise. The ability to patiently mobilize employees and continually set new demands for them is probably the most valuable talent of a manager. nnnn- You be the first to reach out to employees! Don’t close yourself in your office, but go out to them. Stand face to face with them, talk, and keep your finger on the pulse. Rather give one (short) informational speech too many than too few. Look for opportunities to talk, stay in constant contact with employees. Distance, introversion, shyness, or other communication barriers make effective motivation and management impossible. nnnnnAuthor: Anna Kowalska
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Frequently Asked Questions
What leadership lessons can modern managers learn from Hannibal?
Hannibal’s approach emphasizes knowing your people individually, giving them genuine choice, and maintaining constant personal contact. These principles translate directly to modern management, where personalized engagement and authentic leadership drive higher team motivation and performance.
Why is giving employees a choice important for motivation?
When employees voluntarily commit to a task after understanding its full scope and challenges, they develop stronger ownership and resilience. This conscious decision-making process means they are far more likely to double their efforts when facing setbacks rather than giving up.
How can managers show genuine interest in employees without overstepping boundaries?
Managers can demonstrate care by acknowledging personal milestones, checking in on well-being during stressful periods, and being available for conversations beyond work topics. The key is consistency and sincerity — employees quickly distinguish authentic interest from performative concern.
Why is patience considered the most valuable management talent?
Patience allows managers to support employees through learning curves and setbacks without losing confidence in their potential. High achievements require sustained effort over time, and managers who believe in their team’s capabilities even during difficult periods create the conditions for exceptional long-term results.