5 Data-Backed Ways Leaders Can Drive Employee Engagement & Motivation

Let's admit it. Taking time to disconnect from work allows us to better segment those work and personal boundaries and hopefully leave "work" at "work", if only for a short time. With any luck, employees come back refreshed and ready to dive in, even if they need a few days to get back into their rhythm.

Throughout the year, company leadership sets strategies and priorities. Objectives are communicated and cascaded down throughout the organization. Everyone is ready to go! However, maintaining that initial momentum and motivation can be challenging — for yourself, your colleagues, or your direct reports.

In Atomic Habits, James Clear outlines several complementary ways to build habits in order to achieve results. (If you haven't read it yet, it's worth adding to your reading list!) While not entirely the same, some of his takeaways have great parallels to the topic of sustaining motivation. "Focus on Systems, Not Goals" is particularly relevant. Ultimately, Clear states we should focus on building systems that ensure consistent action rather than obsessing over achieving specific outcomes.

While motivation, like career development, has its fair share of joint "ownership" between employee and employer, Perceptyx research indicates that People Leaders are feeling the squeeze between the demands of leadership and their managerial responsibilities. In fact, managers say they want to take action to improve the experience of their direct reports, but 6 in 10 lack the necessary skills and need coaching. Employees are more than 1.7x as likely to be fully engaged when their leaders excel at developing people. If People Leaders cannot effectively manage and support their teams, their employees' engagement will suffer.

Organizations and People Leaders need to build systems that allow for continuous conversations around meaningful and motivating work. It's not enough to just share goals and then check in periodically on progress. Creating an environment where employees can thrive is critical to business success.

Here are five key strategies, with actionable questions, to help People Leaders drive sustainable motivation and high performance across their teams.

1. Help Employees See the Bigger Picture

WHY:  Connecting individual work to the company's mission and objectives ensures everyone is pulling in the same direction. Team members can see how their contributions impact broader goals, fostering a sense of purpose and alignment. When team members understand their specific roles and responsibilities, they can prioritize their efforts effectively. Clarity reduces ambiguity, confusion, and duplication of work, enabling individuals to focus on what truly matters.

QUESTIONS TO CONSIDER:

• Am I clearly communicating how their work contributes to the company’s mission and objectives?
• Am I highlighting how their role supports the team’s success and larger organizational goals?
• Am I inspiring my team with a clear vision of how their efforts impact the company, customers, and society?
• Do my team members understand the "why" behind key initiatives or projects?
• Have I shared real-life examples of how their contributions make a difference?
• Am I regularly reinforcing the connection between individual tasks and broader organizational goals?

2. Feedback Fuels Motivation

WHY: Continuous feedback is vital for People Leaders because it reinforces positive behaviors, helps address challenges promptly, and keeps team members aligned with goals. Regular feedback fosters a sense of progress, recognition, and personal growth, which are key drivers of motivation and engagement.

QUESTIONS TO CONSIDER:

• How frequently am I providing feedback to my team?  Am I tailoring the frequency, and type, of feedback, based on individual needs and preferences?
• Am I consistently recognizing their contributions and showing appreciation for their efforts?
• Am I helping my team see how they’ve grown personally and professionally through their work?
• Do I provide specific feedback that emphasizes the value and impact of their work?
• Am I helping them see how their current role aligns with their long-term career goals?

3. Celebrate Success to Sustain Energy

WHY: Recognizing and appreciating teams is important for motivation because it validates their efforts, makes them feel valued, and fosters a sense of accomplishment. This positive reinforcement boosts morale, strengthens engagement, and encourages continued high performance.

QUESTIONS TO CONSIDER:

• Am I fostering a sense of pride in the team's collective achievements and their role in those successes?
• Have I asked my direct reports how they feel about the meaning and impact of their work?
• Do I encourage them to reflect on their accomplishments and the difference they’ve made?
• Am I consistently recognizing their contributions and showing appreciation for their efforts? How? Am I tailoring recognition based on individual needs and preferences?
• Do I provide specific feedback that emphasizes the value and impact of their work?
• Am I celebrating both small wins and major achievements to reinforce their importance?

4. Breaks and Collaboration Time Foster Innovation and Motivation 

WHY: Offering break time and opportunities for sharing or collaboration allows team members to recharge, build relationships, and generate fresh ideas, fostering creativity and a sense of community. This balance between rest and engagement enhances motivation by promoting well-being, innovation, and teamwork.

QUESTIONS TO CONSIDER:

• Am I encouraging my team to take regular breaks to recharge, and am I leading by example?
• Have I structured team meetings or projects to include time for brainstorming, open discussions, or idea-sharing?
• Am I creating opportunities for cross-functional collaboration to bring fresh perspectives to the team?
• Do I schedule team activities or informal gatherings that allow space for relaxed, creative conversations?
• Have I communicated that it’s okay to step away from work briefly to gain perspective or refresh the mind?
• Am I providing tools, spaces, or platforms (virtual or physical) that foster collaboration and creativity?
• Do I recognize and reward innovative ideas or creative problem-solving to reinforce the importance of creativity?

5. Put your People First — Motivation will Follow

WHY: Recognizing and offering support when teams need it demonstrates that People Leaders care about their well-being and success, fostering trust and psychological safety. This proactive support reduces stress, removes obstacles, and empowers the team, directly enhancing their motivation and ability to perform at their best.

QUESTIONS TO CONSIDER:

• Do I regularly check in with my team members to ask how they are doing and if they need help?
• Do I regularly check in to ensure their work feels meaningful amid changing priorities?
• Do I proactively ask about potential obstacles or roadblocks they may be facing in their work?
• Do I provide clear and actionable steps when offering support, and follow through on any commitments I make?
• Have I made it clear that asking for help is a strength, not a weakness, and encouraged collaboration to solve problems?
• Am I actively listening to their concerns, ideas, and suggestions to show their input matters?

HR teams know that motivation is a driver of retention and productivity. By empowering People Leaders with systems for clarity, feedback, and support, organizations can create a culture where employees thrive.

Ready to Transform Your Employee Experience?

Perceptyx helps organizations listen to their people at scale, delivering the insights needed to build exceptional employee experiences and drive business success. Our People Insights Platform combines flexibility, technology, and expertise to capture authentic feedback, analyze complex data, and provide actionable insights that lead to meaningful change.

Connect with Perceptyx today to learn how we can help you create a more engaged, motivated, and high-performing workforce. And for more data-driven EX insights like this, subscribe to our blog.