A few days ago, I spoke with the international project manager of a major pharmaceutical company. I noticed a hint of desperation in her voice. What was wrong? **She was struggling with employee motivation, failing to get her expert talent to sign up for innovative international projects**.
Despite years of practicing excellent employee care, the company **struggled to attract diverse talent. They found it hard to build teams combining senior experience with youth and creativity**.
What is Employee Motivation?
Motivation cannot be measured because **it is a human trait, not a metric**. Yet, it is clearly noticeable when present. Throughout my years of leading teams, I have seen many stages where motivation was highly visible, and others where its absence was obvious.
In my view, **the critical point of employee motivation lies in sparking curiosity and wonder**. But is that all? No, there is more. Motivation as a human connection can be **authentic** or not. It feels authentic when linked to a **sense of belonging** and the **drive to work** within a diverse group.
Factors Influencing Motivation
The most important step is to build the conditions to grow a sense of belonging. The work environment, sincere care for others, and the values you model (like humility and self-improvement) are crucial.
But ask yourself honestly: what do I really know about my team members? What values drive them? What concerns them, and what are they passionate about?
The motivation that attracts and connects people is directly proportional to how much we show our human side. In the end, it is more about inspiring people to work with a specific group than about the task itself.
Still, people must feel they can grow and perform at their best. As Rahul Ithape, Founder and CEO of Nakshi, says:
“One of the most effective ways to motivate a team is to ensure everyone is in a position where their strengths and talents are utilized. When people work in an area where they grow and excel, they are naturally motivated to do great work.”
Rahul Ithape, Founder and CEO of Nakshi
5 Considerations to Achieve Employee Motivation
Often, like the colleague I spoke with, we do not understand why our best senior and junior talent will not sign up for the great projects and assignments available right now.
To attract expert talent of any age to your most innovative projects, consider the following steps:
- Inspire them with a dream: find ways to connect projects and tasks to their reality and values.
- Can you give them autonomy? As Steve Jobs noted: “It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” Guarantee their autonomy and set clear reporting lines.
- Challenge yourself to challenge them: their talent is likely linked to an unusual curiosity. Find ways to keep this curiosity and sense of wonder alive.
- Show them the roadmap: explain the “why” and the purpose of the projects, showing both the beginning and the end.
- Trust your talent: involve them from the start. Make them feel part of something bigger than themselves from day one.
Conclusions and Changing Results
We often fail to realize how much cultural inertia, beliefs, and a lack of purpose paralyze brilliant employees. It stops them from joining innovative projects.
“What else can I do?” you asked me…
It is not internal communication that fails. It is human communication, with its warmth and authenticity, that must break through. Young talent demands it, yet senior talent often faces the biggest barriers. These include fears of looking foolish or not knowing enough, and beliefs like “*I have already given enough, let others do it*” or “*I am ready to retire*”…
Now ask yourself: when did talent start feeling “senior” in this organization? Perhaps when a 53-year-old no longer sees a spark in your eyes during feedback. Or when they hear comments like “*our workforce is aging, the average age is 42*” in meetings…
Many conflicting feelings surface in silence. Senior talent may feel their contributions no longer matter, or that no one appreciates their experience. This leads to loneliness and its impact on health, which is often a root cause of burnout.
Do not give up! If you lead HR, Diversity, or Organizational Development and want new results, take action.
Recognize everything inside your organization and the people who make it possible. Try something new to change your results and restore employee motivation. Consider a solution like LifeCourse InCompany. It is designed to let people know they matter, that you count on them, and that their experience is invaluable for building the future.
Not sure where to start? Contact us today; we are happy to share unique solutions and experiences!
