How do you motivate – and keep – your employees?

Motiver vos collaborateurs
Internal engagement and motivation are the primary factors in company productivity, but it’s not easy to always keep your teams motivated. Decreased motivation can result in: absenteeism, reduced energy, and reduced productivity.

It’s likely you have already experienced this, as pay alone is often not enough to keep your employees engaged and motivated.

1. Aim for good integration

If you’re an avid reader of our blog, then you’ve read our previous articles about onboarding and how it’s a key element of successful integration.


Recruitment and training are important to ensure that a new employee is fully engaged, but it is during the integration phase that you will need to focus your efforts.


Motivation at work is a concept that is specific to each individual; the role of a manager is therefore to create an atmosphere conducive to collaboration and collective wellbeing.


When an employee joins a company, they are normally motivated, so the challenge is to maintain this motivation throughout the employee’s career at the company.

To get off to a good start, make sure the new employee feels welcomed:

  • set-up a functional desk space for when they arrive
  • ensure a contract is drafted and ready to be signed
  • provide them with a complete induction package 
  • send an introductory message sent to relevant teams/office
  • organise a welcome lunch or breakfast

For more tips on integrating a new employee, read … (link to previous article on onboarding)

2. Create a real relationship of trust

When you want to keep your teams motivated, you have to ask yourself why your employees work for your company, and also for you as a manager.

Your interpersonal relationship with them is the answer, and with it, the notion of trust. Driven by the manager, trust is established by following these few rules:

  • Leading by example
  • Delivering on commitments
  • Maintaining confidentiality
  • Taking a sincere interest in the other
  • Acknowledging your wrongs (and therefore putting your ego aside)

If your collaboration is based on mutual respect and your relationship is balanced (responsible adult to responsible adult), then you have much less risk of your employee leaving the company too quickly.

Only once the relationship of trust is in place can you give autonomy and responsibility to your teams. If you don’t respect this order, your employees may remain “on edge” and certainly won’t follow through.

3. Involve your teams

In order to keep your employees motivated, it is essential to involve them and to give them responsibility. This will also allow you to create a real team spirit.


The easiest way to demotivate your team is to infantilize them and transform them into performers. Involve them from the first phases of reflection and decision making.


By involving your employees at the beginning of each project, you give them the opportunity to adjust as needed, without having to call on a manager.

To go further: if you want your employees to be fully involved in the success of your company, the process must be in-depth. As much as possible, involve your teams in the development of the company’s vision and the definition of its values.

In order to keep your employees motivated over time, it is also essential to clearly define the role and responsibilities of each employee, as well as the framework in which they must carry it out. It is very important to provide them with all the material, financial, and human resources they need to achieve their objectives.

As you will have understood, motivating your employees is above all knowing not to be too overbearing. Your interventions should be requested by your team – and would be in the capacity of helping or supporting them in developing themselves.

Improving their motivation at work means knowing how to give them responsibility by letting them solve their problems, take decisions, and accept the consequences.

Find 25 key actions to motivate your employees here 

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