How to Motivate Employees: 12 Science-Backed Strategies

Only 23% of employees are engaged at work. Learn 12 research-backed strategies—with scripts and frameworks—to motivate your team starting this week.

Somewhere right now, a manager is standing in front of a whiteboard writing the word “TEAMWORK” in all caps, genuinely believing this will fix morale.

Meanwhile, three of their best people are quietly updating their LinkedIn profiles.

Here’s the uncomfortable truth: according to Gallup’s State of the Global Workplace report, only 23% of employees worldwide are engaged at work. That means roughly 77% of workers are either doing the bare minimum or actively undermining their colleagues. The cost? An estimated $8.9 trillion per year in lost productivity — about 9% of global GDP.

But here’s what makes this fixable: motivation isn’t a personality trait. It’s an environment you create. And the science on how to create it is surprisingly clear.

These twelve strategies are backed by research from Harvard, Wharton, Google, and Gallup — and every single one comes with specific scripts, frameworks, or action steps you can use this week.

The Motivation Myth Most Managers Believe

If you asked a hundred managers what motivates employees, most would say some combination of money, perks, and the occasional pizza party. They’d be wrong.

Harvard professor Teresa Amabile put this to the test. She surveyed 669 managers and asked them to rank what motivates employees most. They ranked “making progress on meaningful work” dead last.

Then Amabile analyzed nearly 12,000 daily diary entries from workers across multiple companies. The actual #1 motivator? Making progress on meaningful work.

Managers got it exactly backwards.

It gets worse. Gallup found that the manager — not pay, not perks, not the mission statement on the wall — accounts for 70% of the variance in whether a team is engaged or disengaged. And half of all employees who have quit a job did so specifically to get away from a bad boss.

So the biggest lever for motivation is something most leaders completely overlook: themselves.

Managers account for 70% of the variance in whether a team is engaged or disengaged — not pay, not perks, not the mission statement on the wall.

The good news? If the manager is the problem, the manager can also be the solution. But first, you need the right framework.

The Quick Science: Three Psychological Needs Behind All Motivation

Psychologists Edward Deci and Richard Ryan spent decades building Self-Determination Theory, the most well-supported framework in motivation science. They identified three basic psychological needs that, when met, unlock genuine motivation:

• Autonomy — feeling in control of your own choices. Not “no rules,” but freedom to decide how you do your work.
• Competence — feeling like you’re getting better at something that matters.
• Relatedness — feeling connected to other people and part of something bigger.

A meta-analysis of 192 studies confirmed that when these three needs are met, employees experience higher job satisfaction and engagement. When they’re blocked, burnout and turnover spike.

As Daniel Pink puts it in his book Drive: “Control leads to compliance; autonomy leads to engagement.”

Every strategy below targets at least one of these three needs. That’s not a coincidence — it’s the science working.

Strategy #1: Hold 15-Minute Weekly One-on-Ones (Let Them Drive)

This is the single highest-leverage habit any manager can adopt. Gallup found that 80% of employees who received meaningful feedback in the past week were fully engaged. Employees who get daily or weekly feedback are 3.6 times more likely to be motivated to do outstanding work compared to those stuck with annual reviews.

The key detail most managers miss: the employee should drive the agenda, not you. When employees choose what to discuss, they feel more ownership and the topics are more relevant.

The Employee-Led One-on-One Script:

Block 15 to 30 minutes weekly. Send these five questions to your direct report 24 hours in advance and let them pick which ones to discuss:

1. “What’s the most important thing we should talk about today?”
2. “What’s blocking your progress right now?”
3. “What did you do well this week that you’re proud of?”
4. “What do you need from me that you’re not getting?”
5. “What’s one thing you’d like to learn or try next?”

Your job in these meetings is to listen more than talk. A good ratio is 70% employee, 30% manager. Take notes on what you commit to doing, and follow through before the next meeting. Nothing kills trust faster than a manager who asks “what’s blocking you?” and then does nothing about it.

Action Step: Open your calendar right now and schedule a recurring 15-minute one-on-one with each of your direct reports. Send them the five questions above with a note: “Pick 1-2 you’d like to start with.”

Companies that made this shift saw dramatic results. When Adobe replaced annual reviews with frequent check-ins (their “Check-in” system), they saw a 30% drop in voluntary turnover and freed up 80,000 manager hours per year previously wasted on paperwork.

Showing up consistently is only half the equation. What you say in those meetings matters just as much.

Strategy #2: Recognize People Weekly (And Make It Specific)

Recognition is the most underused motivator in management. About 82% of employees say recognition is critical to their motivation, yet only about a third feel they receive enough of it.

The frequency data is striking:

• 94% of employees who receive weekly recognition feel valued
• 88% of those recognized monthly feel valued
• Only 37% of those recognized once a year feel valued

And here’s the part that should relieve every budget-conscious manager: 55 to 65% of employees prefer non-monetary recognition — a specific verbal thank-you, a handwritten note, or public acknowledgment — over cash rewards.

The SBI Recognition Formula:

Most recognition fails because it’s vague. “Great job!” does almost nothing — your brain processes it as background noise. Effective recognition follows the SBI formula: Situation, Behavior, Impact.

• Situation: Name the specific moment. “In yesterday’s client call…”
• Behavior: Describe the concrete action. “…you walked the CFO through the pricing options before she had to ask.”
• Impact: Connect it to the outcome. “It saved us a follow-up meeting and made the whole pitch feel polished.”

Compare that to “great job on the call.” The SBI version tells the person you actually saw what they did — and that it mattered.

Action Step: Send one recognition message using the SBI formula this week. Time yourself: it takes about 60 seconds to write. The energy shift in the recipient is usually instant.

Strategy #3: Focus on Strengths, Not Weaknesses

Most performance conversations fixate on what’s wrong. That’s a mistake. Gallup’s CliftonStrengths research found that employees whose managers focus on their strengths are 6 times more likely to be engaged. Employees whose managers focus on weaknesses — or worse, ignore them entirely — show the highest disengagement rates.

Managers who operate as coaches rather than controllers produce teams with 21% higher profitability and up to 59% lower turnover.

The Strengths-First Reframe:

Instead of opening performance conversations with “Here’s what you need to improve,” try these reframes:

Instead of…	Try…
“Your presentations need work”	“Your data analysis is exceptional — let’s find ways to feature that more prominently in your presentations”
“You’re too quiet in meetings”	“Your written summaries are the clearest on the team. How could we give those more visibility?”
“You missed the deadline”	“You produce the highest-quality work on the team. Let’s figure out a workflow that protects that quality while hitting timelines”

The principle: anchor to what’s already strong, then build from there. People grow faster when developing a strength than when patching a weakness.

Action Step: In your next one-on-one, open with: “What did you do well this week?” Let them answer before discussing anything else. This single question shifts the entire tone of the conversation.

Strengths conversations build competence — one of the three core needs. But competence without progress feels hollow. That’s where the next strategy comes in.

Strategy #4: Remove Obstacles (The Progress Principle)

Teresa Amabile’s Harvard research — those 12,000 diary entries — revealed that the #1 daily motivator is making progress on meaningful work. Even small steps forward significantly boost mood, creativity, and drive.

But here’s the finding that should change how every manager spends their time: setbacks are 2 to 3 times more powerful at killing motivation than progress is at building it. One bad day hits harder than one good day lifts.

This means a manager’s most important job isn’t delivering inspiring speeches. It’s clearing the path so people can make progress — and protecting them from unnecessary setbacks.

The Weekly Obstacle Audit:

Add one question to every one-on-one: “What’s the single biggest thing getting in your way right now?” Then treat the answer as your top priority until the obstacle is gone. If the answer is vague, push for specifics: Which approval? Which tool? Which person? What exactly would “unblocked” look like?

Your job as a manager is to clear the runway, not to add to the traffic. A manager who removes one obstacle per week per direct report will, over a year, do more for engagement than any amount of team-building or motivational speeches.

Strategy #5: Connect Work to Real Human Impact

Wharton professor Adam Grant ran one of the most striking motivation studies ever conducted. University fundraising callers who spent just five minutes meeting a scholarship student they had helped fund went on to spend more than double the time on calls and raised over 400% more money in the following month.

A control group that merely read about the importance of their work? Zero improvement.

In a separate study, radiologists who saw a photo of the patient whose scan they were reading wrote longer, more detailed reports and improved their diagnostic accuracy by 46%.

The lesson: abstract mission statements don’t move people. Putting a face to the work does.

Three Ways to Connect Your Team to Impact:

1. Invite a customer or end-user to a team meeting. Let them describe — in their own words — how your team’s work affected their life. Five minutes is enough. Grant’s research proves this.
2. Create an “impact wall” or Slack channel where people post unfiltered customer quotes, photos, or wins. Keep it lo-fi and specific — one real story beats ten testimonials.
3. Start every quarterly kickoff with a story, not a slide. Before the roadmap, before the OKRs, tell the team about one specific person their work helped last quarter. Let them meet that person if possible.

Strategy #6: Give Autonomy Over the 4 Ts

Daniel Pink’s framework from Drive identifies four dimensions of autonomy — what he calls the “4 Ts”:

• Task — what you work on
• Time — when you do it
• Technique — how you approach it
• Team — who you collaborate with

You don’t have to give full autonomy on all four. Even expanding freedom on one dimension can shift someone from compliance to genuine engagement.

And here’s why this matters more than bonuses: in a landmark study by Dan Ariely, participants offered large cash rewards for cognitive tasks actually performed worse than those offered small rewards or none at all. The pressure of the reward narrowed their thinking. Financial incentives work for simple, mechanical tasks — but for anything requiring creativity or problem-solving, they backfire.

As Pink puts it: “The best use of money as a motivator is to pay people enough to take the issue of money off the table.”

Autonomy in Action — Real Companies:

• Google’s “20% Time” let engineers spend one day a week on personal projects. It produced Gmail, Google News, and AdSense — products worth billions that never would have emerged from a top-down roadmap.
• Atlassian’s “ShipIt Days” give teams 24 hours to build anything they want. The only rule: present what you made the next day. Many of Atlassian’s most popular features originated here.
• Spotify’s “Squads” operate as autonomous mini-startups within the company. Each squad owns a feature or product area end-to-end, choosing its own tools and methods.

The Autonomy Audit:

For each person on your team, ask yourself: where on the 4 Ts am I giving them the least freedom? That’s your starting point. You don’t need to overhaul everything — just loosen one dimension and see what happens.

Action Step: Pick one direct report this week. Ask them: “If you could change one thing about how you do your work — the timing, the approach, or who you work with — what would it be?” Then make it happen.

Autonomy without safety, though, creates anxiety. People need to know they can take risks without getting punished.

Strategy #7: Create Psychological Safety

Google spent years and millions of dollars studying what makes teams succeed. Their multi-year research initiative, Project Aristotle, analyzed 180 teams and found that the #1 predictor of team success wasn’t talent, experience, or resources.

It was psychological safety: the shared belief that you won’t be punished for speaking up, making mistakes, or asking questions.

Teams with high psychological safety were:

• 19% more productive
• 31% more likely to innovate
• 27% less likely to lose members to turnover

Two specific behaviors predicted whether a team felt psychologically safe: equal conversational turn-taking (everyone speaks roughly the same amount in meetings) and high social sensitivity (team members are good at reading each other’s nonverbal cues).

How to Build Psychological Safety on Your Team:

1. Go first with vulnerability. In your next team meeting, share a mistake you made recently and what you learned from it. When the leader models imperfection, others feel safe doing the same. Try: “I want to share something I got wrong this week, because I think we can all learn from it.”
2. Enforce equal airtime. At the start of meetings, say: “I want to hear from everyone on this.” Then call on quieter members by name — not to put them on the spot, but to signal that their input matters. “Alex, you’ve been working closest to this — what are you seeing?”
3. Respond to bad news with curiosity, not blame. When someone reports a problem, your first words set the tone. Replace “How did this happen?” (which sounds like an accusation) with “Help me understand what’s going on” (which sounds like partnership).
4. Celebrate productive failures. Some teams hold “failure retrospectives” where they discuss what went wrong without assigning blame — and highlight what they learned. This turns setbacks into shared knowledge instead of shame.

Action Step: In your next meeting, ask your team: “What’s one thing we could be doing better that nobody’s said out loud yet?” Then listen without defending.

Psychological safety gives people the courage to try. But what they’re trying needs to be clear — which brings us to goal-setting.

Strategy #8: Set Clear, Challenging Goals Together

Psychologists Edwin Locke and Gary Latham have spent over fifty years studying goal-setting, producing more than 1,000 studies. Their central finding: specific, difficult goals dramatically outperform vague “do your best” intentions.

The paradox is that harder goals produce better results — up to a point. A goal that feels impossible causes shutdown. A goal that feels merely hard activates problem-solving, creativity, and effort. The sweet spot is a goal the employee believes is achievable with real effort but can’t be met by coasting.

How to set goals that actually motivate:

1. Co-create them. Don’t hand someone a goal — build it with them. Shared ownership massively increases commitment.
2. Make them specific and measurable. “Improve customer experience” is noise. “Reduce response time on priority tickets from 8 hours to 2 hours by end of quarter” is a goal.
3. Attach a “why.” Connect every goal to a bigger purpose: team outcome, customer benefit, career growth. Goals without purpose feel like homework.
4. Revisit monthly. Goals set in January that nobody mentions again by March are not goals — they’re wishes.

A randomized experiment in Ghana with small-firm workers found that simply introducing specific goal-setting conversations raised performance significantly — without any added training, pay, or perks. The goals themselves did the work.

Strategy #9: Break Big Projects Into Small Wins

This builds directly on Amabile’s Progress Principle. If the #1 daily motivator is making progress, then your job as a manager is to create more opportunities for the feeling of forward motion.

Big, quarter-long projects are motivation deserts. You launch with excitement, then spend twelve weeks in the middle with no clear sense of whether you’re winning or losing. By week eight, people are burned out and disengaged.

The Milestone Method:

1. Take any quarterly goal and break it into weekly milestones. A goal like “Launch new onboarding flow by Q3” becomes: Week 1 — complete user research interviews. Week 2 — map current pain points. Week 3 — draft wireframes. Each milestone is a small win.
2. Make milestones visible. Use a shared board (physical or digital) where the team can see progress accumulating. There’s something deeply satisfying about moving a card from “In Progress” to “Done.”
3. Celebrate each milestone — briefly. This doesn’t mean a party. It means acknowledging it: “We finished the user interviews this week. That’s real progress. Here’s what we learned.” Thirty seconds of recognition keeps momentum alive.

Remember: setbacks hit 2 to 3 times harder than wins uplift. So when a milestone gets missed, don’t dwell on the miss — immediately refocus on the next achievable step. Momentum is fragile. Protect it.

Action Step: Pick your team’s biggest current project. Identify the next three milestones that would represent meaningful progress. Share them with the team and commit to celebrating each one when it’s hit.

Small wins keep people moving. But the system you use to track and discuss those wins matters too — which is why annual reviews need to die.

Strategy #10: Replace Annual Reviews With Continuous Feedback

The annual performance review is a relic that actively harms motivation. By the time you’re discussing something that happened nine months ago, the feedback is useless — and the experience feels more like a courtroom than a coaching session.

Adobe proved there’s a better way. In 2012, their head of HR, Donna Morris, scrapped the entire annual review system and replaced it with “Check-in” — frequent, informal conversations between managers and employees with no ratings, no rankings, and no HR forms.

The results, documented in a Stanford GSB case study:

• 30% drop in voluntary turnover
• 80,000 manager hours freed per year (previously wasted on review paperwork)
• Measurable increases in employee engagement and satisfaction

GE followed a similar path and reported a fivefold increase in productivity within twelve months.

The Continuous Feedback Playbook:

• Weekly: 15-minute employee-led one-on-ones (Strategy #1)
• Monthly: A slightly longer conversation focused on progress toward goals and professional development
• Quarterly: A forward-looking discussion about career growth, new challenges, and evolving priorities
• Never: A once-a-year ambush disguised as “development”

As Morris put it: “The performance review was like a rear-view mirror — it had nothing to do with the person’s progress forward.”

Action Step: If your organization still does annual reviews, you can’t change the system overnight. But you can add weekly check-ins on top of whatever formal process exists. The data says that alone will transform engagement.

Continuous feedback keeps people growing. But none of these strategies will matter if people feel underpaid. Let’s address the money question head-on.

Strategy #11: Pay Fairly, Then Focus Elsewhere

Does money motivate? It’s the most common question in this space, and the answer is nuanced.

A meta-analysis by Timothy Judge spanning 120 years of research found less than a 2% overlap between pay level and job satisfaction. High earners are often no more satisfied than modest earners.

Psychologist Frederick Herzberg called pay a “hygiene factor”: its absence causes misery, but its presence doesn’t create motivation. It’s like oxygen — you’ll notice if it’s gone, but more of it doesn’t make you run faster.

Here’s the data that puts it in perspective: Gallup found that engaged employees require a 31% pay increase to consider leaving their current job. Disengaged employees would jump ship for just 22% more. The difference between those two numbers isn’t money — it’s everything else on this list.

The Pay Strategy:

1. Benchmark competitively. Use salary data to ensure your people are paid at or above market rate for their role and location. If they’re significantly below market, no amount of recognition or autonomy will compensate.
2. Be transparent about how pay decisions are made. Ambiguity breeds resentment. Even if you can’t share exact numbers, explain the process.
3. Once pay is fair, pour your energy into the other eleven strategies. That’s where the real engagement lives.

Pay gets people in the door. Everything else determines whether they bring their best once they’re inside. The single biggest “everything else”? The quality of their manager.

Strategy #12: Invest in Your Managers (The Highest-ROI Move)

This is where everything comes together. Since managers drive 70% of engagement, the single highest-return investment any organization can make isn’t better perks, higher salaries, or a renovated break room. It’s better managers.

When Satya Nadella became CEO of Microsoft in 2014, his first email to employees signaled a complete cultural shift. He replaced Microsoft’s infamous stack-ranking system — which had pitted teammates against each other — with a coaching-oriented framework called “Model, Coach, Care.” The result? Microsoft went from a $315 billion company to a multi-trillion-dollar powerhouse in a decade.

Nadella’s transformation started with one insight: managers shouldn’t be judges. They should be coaches.

What “Investing in Managers” Actually Looks Like:

1. Train managers in coaching skills. Most managers were promoted because they were good at their previous job, not because they knew how to develop people. Teach them the skills on this list: one-on-ones, recognition, strengths-based feedback, obstacle removal.
2. Reduce span of control. A manager with twenty direct reports can’t meaningfully coach anyone. Seven to ten direct reports is the sweet spot for effective management.
3. Select for emotional intelligence, not just technical skill. The best individual contributor doesn’t always make the best manager. Look for people who are genuinely curious about others, who listen more than they talk, and who find satisfaction in other people’s growth.
4. Hold managers accountable for engagement, not just output. If a team’s engagement scores are consistently low, that’s a management problem — treat it as seriously as you’d treat missed revenue targets.

Action Step: If you’re a senior leader, add one question to your next leadership team meeting: “What are we doing this quarter to make our managers better at managing people?” If the answer is “nothing,” you’ve found your highest-leverage opportunity.

The single highest-return investment any organization can make isn’t better perks or higher salaries — it’s better managers.

What Doesn’t Work: 4 Motivation Myths to Stop Believing

Knowing what to do is only half the battle. You also need to stop doing things that actively backfire.

Myth 1: “Employee of the Month” Programs Motivate Everyone

Research from UC Riverside found these programs can decrease overall productivity. The “tournament” structure — one winner, many losers — triggers envy and even sabotage among team members. High performers often view them as popularity contests. Instead of one big monthly award, use frequent, specific recognition (Strategy #2) distributed across the whole team.

Myth 2: Fear and Pressure Keep People “On Their Toes”

High-pressure, fear-based management triggers the brain’s threat response, which shuts down the prefrontal cortex — the part responsible for creative thinking and problem-solving. You might get short-term compliance, but you’ll lose innovation, trust, and your best people. Fear is the opposite of psychological safety, and we already know which one wins.

Myth 3: Some People Are Just “Lazy”

Motivation researchers like Dr. Wendy Grolnick argue that motivation is fluid, not fixed. What looks like “laziness” is almost always a symptom of unclear goals, poor leadership, or a role that doesn’t match the person’s strengths. Before labeling someone as unmotivated, audit their environment using the three psychological needs: Do they have autonomy? Are they growing? Do they feel connected? Fix the environment before you try to fix the person.

Myth 4: Perks Equal Motivation

Ping-pong tables, free snacks, and casual Fridays are nice. But they don’t address the deep psychological needs — autonomy, competence, relatedness — that drive real engagement. They’re surface-level fixes for structural problems. A foosball table never made someone care about their work.

How to Motivate Remote Employees

Remote work creates a paradox: higher autonomy but lower connection.

Gallup data shows fully remote workers have 31% engagement — higher than hybrid (23%) or fully on-site workers (19 to 23%). That autonomy boost is real. But 69% of remote workers also report increased burnout from digital hyper-connectivity, and 83% now rank work-life balance ahead of pay.

The solution isn’t dragging everyone back to the office. It’s applying the same twelve strategies above with intentional adaptations:

Outcome-Based Management: Measure results, not hours logged or “time online.” Define what success looks like for each role and let people figure out when and how to deliver it. If someone produces excellent work between 6 AM and 2 PM so they can pick up their kids, that’s a win — not a policy violation.

Intentional Connection Rituals: Forced Zoom happy hours aren’t it. Instead, try:

• “Pair of the Week” — randomly match two team members for a 15-minute non-work conversation. Builds the relatedness that remote work erodes.
• Async “show and tell” — a shared channel where people post something they’re proud of this week (work or personal). Low-effort, high-connection.
• Quarterly in-person gatherings focused on relationship-building, not slide decks.

Manager Modeling: If you email at 10 PM, your team will feel pressure to respond at 10 PM — regardless of what your “work-life balance” policy says. Leaders set the tone for healthy boundaries by living them, not just talking about them.

Structured Communication: Define clear channels for different types of communication. Quick questions go to chat. Deep collaboration goes to scheduled calls. Announcements go to email. When everything happens everywhere, people feel like they can never unplug.

Your Motivation Action Plan: Where to Start This Week

Twelve strategies can feel overwhelming. Don’t try to implement them all at once. Start with the three that research says deliver the biggest immediate impact:

1. Schedule your first employee-led one-on-one. Block 15 minutes. Send the five questions from Strategy #1. Listen more than you talk. This single habit makes employees 3.6 times more likely to be motivated.
2. Recognize one person specifically this week. Use the SBI formula from Strategy #2. Name the situation, the behavior, and the impact. Thirty seconds of genuine, specific recognition is worth more than a quarterly bonus.
3. Ask your team: “What’s blocking you?” Then remove the obstacle. This activates the Progress Principle — the #1 daily motivator that 669 managers ranked dead last.

Do these three things this week. Next week, add one more strategy. Motivation isn’t a mystery. It’s an environment you build — one conversation, one recognition, one removed obstacle at a time.

Frequently Asked Questions

How do you motivate employees without money?

Research shows that 55 to 65% of employees prefer non-monetary recognition over cash rewards. The most effective non-monetary motivators are specific verbal recognition (using the SBI formula: Situation, Behavior, Impact), giving employees autonomy over how they do their work, connecting their tasks to real human impact, and providing frequent feedback through weekly one-on-ones. A meta-analysis spanning 120 years found less than a 2% overlap between pay level and job satisfaction — meaning the non-monetary strategies on this list are more powerful than raises for most people.

What is the single biggest motivator for employees?

According to Harvard professor Teresa Amabile’s research on nearly 12,000 daily diary entries, the #1 daily motivator is making progress on meaningful work — even small progress. This finding surprised even the researchers, and when 669 managers were surveyed, they ranked “progress” dead last. The practical takeaway: remove obstacles that block your team’s forward motion, break big projects into visible milestones, and celebrate small wins along the way.

How do managers affect employee motivation?

Gallup found that managers account for 70% of the variance in whether a team is engaged or disengaged. Half of all employees who have quit a job did so to get away from a bad manager. The most effective managers operate as coaches — holding weekly one-on-ones, focusing on strengths, providing specific recognition, and removing obstacles to progress.

What are the three core psychological needs that drive motivation?

Self-Determination Theory, developed by psychologists Edward Deci and Richard Ryan and confirmed by a meta-analysis of 192 studies, identifies three basic needs: autonomy (control over how you work), competence (feeling like you’re growing and getting better), and relatedness (feeling connected to others and part of something meaningful). When all three are met, engagement and job satisfaction rise. When any are blocked, burnout and turnover spike.

How often should managers give feedback to employees?

Gallup research shows that 80% of employees who received meaningful feedback in the past week were fully engaged. Weekly 15- to 30-minute conversations are more impactful than 60-minute monthly meetings, and companies like Adobe that replaced annual reviews with frequent check-ins saw a 30% drop in voluntary turnover. The ideal cadence: weekly brief check-ins, monthly deeper conversations, and quarterly career-focused discussions.

Do Employee of the Month programs actually work?

Often, no. Research from UC Riverside found that these programs can decrease overall productivity. The tournament structure — one winner and many losers — can trigger envy and even sabotage among team members. A more effective approach is frequent, specific recognition distributed across the whole team, rather than a single monthly spotlight.

Read Next

Keep building the manager habits that matter most with these related guides:

• What makes a good manager
• One-on-one meeting templates that actually work
• Emotional intelligence for leaders
• Leadership training that changes how you show up
• Team productivity without burnout