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Organizations with motivated employees succeed. Competition and diverse workforce composition requires building a culture that makes workers feel included and meaningful to the organization. Motivating employees is easy with a little creativity.
We've compiled a starter list of 15 ways to reward and recognize employees. Make someone's day and spread joy with modern rewards and recognition.
Staff motivation refers to the internal and external factors that drive employees to perform their best work, remain engaged with their responsibilities, and contribute positively to organizational goals. It's the energy and enthusiasm that employees bring to their roles—the difference between someone who simply completes tasks and someone who takes initiative, innovates, and genuinely cares about outcomes.
Motivation operates on two levels. Intrinsic motivation comes from within—the personal satisfaction of doing meaningful work, achieving mastery, or contributing to something larger than oneself. Extrinsic motivation involves external rewards like recognition, bonuses, career advancement, or other tangible benefits.
The most effective motivation strategies tap into both dimensions. They provide concrete rewards and recognition while also fostering an environment where employees find purpose, autonomy, and growth opportunities in their daily work.
Understanding why motivation matters helps you prioritize it appropriately within your organizational strategy. The benefits extend far beyond making employees feel good—though that's certainly valuable.
Motivated employees have a direct impact on your bottom line. Research consistently shows that engaged, motivated teams outperform their disengaged counterparts across virtually every metric that matters. Motivated employees are more productive, completing tasks more efficiently and with higher quality. They're more innovative, bringing fresh ideas and creative solutions to challenges. They provide better customer service because they genuinely care about outcomes rather than just going through the motions.
The financial implications are significant. Companies with highly engaged workforces see higher profitability, better stock performance, and improved operational efficiency. When people care about their work, they're more careful with resources, more attentive to quality, and more willing to go the extra mile during critical moments.
Motivation creates a positive cycle that reinforces itself throughout your organization. When employees feel motivated, they perform better, which leads to more success and recognition, which further boosts motivation. This cycle extends beyond individual performance to shape your entire workplace culture.
Retention improves dramatically when people feel motivated. Employees who feel valued and engaged are far less likely to leave for competitors. This saves your organization the substantial costs associated with turnover—recruiting, hiring, onboarding, and the productivity loss during transitions. More importantly, it preserves institutional knowledge and maintains team cohesion.
Performance improvements manifest in both quantity and quality. Motivated employees don't just work faster; they think more critically, collaborate more effectively, and take ownership of outcomes. They're more likely to identify problems before they escalate and propose solutions proactively.
Culture transforms when motivation becomes embedded in your organizational DNA. A motivated workforce creates a positive environment that attracts top talent, encourages collaboration, and builds resilience during challenging times. People want to work where they see others thriving and feel they can thrive too.
Recognizing demotivation early allows you to intervene before it spreads or leads to turnover. Common warning signs include decreased productivity or quality of work, increased absenteeism, reduced participation in meetings or team activities, negative attitudes or increased complaints, and lack of initiative or creativity.
Physical signs matter too. If employees seem consistently tired, stressed, or disengaged during interactions, motivation may be suffering. Pay attention to body language, energy levels, and enthusiasm during conversations about work projects.
Team dynamics offer important clues as well. Increased conflicts, less efficient communication, or a general lack of collaboration often indicate underlying motivation issues. When people stop caring about collective success, motivation is likely eroded.
The following strategies provide concrete, actionable ways to boost motivation across your team. You don't need to implement all of them at once—start with what resonates most with your organization's culture and needs, then expand from there.
Recognition is one of the most powerful and underutilized motivation tools available to managers. When done well, recognition costs little but delivers enormous impact on morale and engagement.
1. Reward and recognize effort, not just performance
Performance is important, but so are behaviors like contributing ideas, collaborating and supporting others. Recognizing this behavior can reinforce and motivate employees' continued effort.
Focusing solely on results can inadvertently discourage risk-taking, collaboration, and learning. When you recognize effort, behaviors, and values alignment, you reinforce the actions that create a positive culture. You also acknowledge that not everything valuable shows up on a KPI dashboard.
Create specific recognition categories for behaviors like collaboration, innovation, mentorship, or customer focus. Make it clear that you value the journey, not just the destination.
2. Document and share the memories
Milestones, events, achievement deserve to be remembered—and then recognized. Document moments when teams became closer or achieved together for motivating employees. You'll thank yourself when it comes time to motivate.
Then share these memories at appropriate times—during team meetings, in company newsletters, or on internal communication channels. When you're trying to motivate employees during difficult periods, reminding them of past successes and positive moments can reignite enthusiasm and solidarity.
Consider creating a "wins wall" (physical or digital) where these moments live permanently. It becomes a visual reminder of what your team has accomplished together and the culture you're building.
3. Let peers nominate other peers for achievements, dedication, and hard work
Let peers nominate other peers for achievements, dedication and hard work. Start a poll and then share the results. Making recognition public multiplies the feel-good effect.
Implement a peer nomination system where team members can recognize each other for specific achievements or consistent excellence. This could be monthly awards, quarterly recognition, or ongoing acknowledgment in team meetings. Pair nominations with small gift card rewards—even a $10 coffee gift card shows appreciation and makes the recognition tangible.
Make the results public to multiply the feel-good effect. Whether through company-wide emails, team meetings, or internal platforms, public recognition amplifies the positive impact and shows everyone what behaviors and contributions are valued.
4. Say "thank you," and then say "thank you" again
Be specific. The validation and encouragement you provide is more impactful than most people assume.
For example: "thank you for staying flexible when we had to change the project timeline last week. Your positive attitude helped the whole team stay focused, and the client commented on how professional we were throughout the process."
Be consistent with your gratitude. Don't save “thank you” for major accomplishments—acknowledge the small contributions that keep operations running smoothly. The validation and encouragement you provide are more impactful than most managers realize.
5. Send a small reward with your recognition
Rewards that surprise and are unexpected are remembered—no matter how big or small. Give them choice in their rewards or give them something they'll use and love. Gift cards are a no brainer.
Gift cards are an excellent choice because they offer personal choice and flexibility. Employees can select something meaningful to them, whether it's a favorite restaurant, entertainment, or practical needs. This personalization makes the reward feel more valuable than its dollar amount might suggest.
Tango offers multiple options, allowing recipients to choose from various retailers and experiences. This approach combines convenience with personalization, ensuring every reward feels relevant and appreciated.
Career development consistently ranks among the top drivers of employee engagement and motivation. When employees see opportunities to grow, learn, and advance, they're more invested in their current roles and more loyal to the organization.
6. Connect employees with mentors and other professionals
Career growth ranks consistently as one of the top 3 drivers of employee engagement.
Create formal mentorship programs with clear structures and expectations or enable informal mentoring through networking events and cross-departmental projects. Encourage senior team members to make themselves available for guidance and knowledge sharing.
External connections matter too. Sponsor memberships in professional associations, support attendance at industry events, or facilitate introductions to thought leaders in your field. These connections broaden perspectives and bring fresh ideas back to your organization.
7. Provide visibility into career paths
Uncertainty about career progression creates anxiety and disengagement. Many talented employees leave organizations not because they're unhappy with their current role but because they can't see where they're headed.
Show how employees can grow with the company. Create transparent career frameworks that show how employees can advance within your company. Outline the skills, experiences, and accomplishments needed for each level. Provide examples of different career trajectories—not everyone follows the same path.
Have regular career development conversations separate from performance reviews. Discuss employees' aspirations, help them identify skill gaps, and create concrete development plans. When people see that you're invested in their future, they invest more in your present.
8. Offer learning incentives
Learning opportunities signal that you value employee growth and are willing to invest in their development. Provide stipends for courses, certifications, books, or conferences. Support workshop attendance, online learning subscriptions, or degree programs related to their role or career interests.
Consider creating learning challenges or goals with rewards for completion. For example, offer prepaid cards for obtaining relevant certifications or provide extra PTO for completing professional development activities. Digital disbursements make it easy to reward learning milestones immediately, reinforcing the connection between growth and recognition.
Make learning social by creating book clubs, lunch-and-learns, or study groups. When employees learn together, they build bonds while developing skills.
9. Promote a healthy work-life balance
Burnout is the enemy of motivation. When employees feel constantly overwhelmed or unable to maintain healthy boundaries between work and personal life, motivation plummets regardless of other positive factors.
Model healthy boundaries yourself. Don't send emails at midnight or on weekends. Encourage people to use their vacation time fully. Respect personal time and emergencies without making employees feel guilty.
Offer flexibility where possible—hybrid work options, flexible hours, or compressed workweeks. Trust employees to manage their schedules responsibly. When people feel they have control over their time, they're more motivated during working hours.
Provide resources that support wellbeing: mental health days, employee assistance programs, wellness stipends, or stress management resources. Show that you care about the whole person, not just their work output.
Humans are social creatures. Positive relationships at work significantly impact motivation, engagement, and job satisfaction. Create opportunities for authentic connection beyond work tasks.
10. Send employees to see their favorite sports teams
Nothing is more exciting. Live experiences create lasting memories and show employees you care about their interests outside work. Experiential gift cards for sports events, concerts, or entertainment venues let employees choose the experience that excites them most. This flexibility ensures the reward aligns with their personal interests while creating memorable moments they'll associate with your appreciation.
11. Think about their families
Consider rewards that can be given to, or shared with families and friends, like family-inclusive rewards: restaurant gift cards for family dinners, entertainment gift cards for movie nights or streaming services, or prepaid cards that give families flexibility to choose what they need. Family-friendly company events or bring-your-family days where colleagues' loved ones can see where they work and meet their team also strengthen these connections.
When employees know their organization cares about what matters to them personally, loyalty and motivation increase substantially. This approach recognizes that work is just one part of a fuller life.
12. Start a sports league or do a wellness activity
Getting active and getting out of the office can be a huge energy and morale booster. It's an opportunity to bond.
Alternatively, organize group wellness activities: hiking trips, yoga classes, charity walks, or fitness challenges. These activities get people moving, create bonding opportunities outside the usual work context, and promote overall health.
The key is making participation voluntary and inclusive. Offer options that accommodate different fitness levels and interests. The goal is connection and fun, not competition or pressure.
13. Give money towards a vacation
The stipulation? When they get back they have to present to the company on where they went and what they did.
Travel gift cards give employees the freedom to book their ideal getaway while you maintain budget control. This approach creates anticipation before the trip, enjoyment during it, and an opportunity to share stories afterward through presentations. The sharing component builds culture by helping colleagues learn about each other's interests and experiences, normalizing taking time off and returning refreshed.
Motivation flourishes when people feel they have agency and influence over their work and workplace. Creating opportunities for autonomy and ownership taps into intrinsic motivation.
14. Give employees a voice in decisions
Include employees in decisions that affect them, especially around workplace culture, rewards programs, and operational improvements. Solicit input through surveys, focus groups, or open forums.
When employees help design recognition programs or choose team-building activities, they're more invested in those initiatives. They also provide valuable perspectives that leaders might miss.
Even when you can't implement every suggestion, the act of asking and considering input demonstrates respect and builds trust. Explain your decision-making process and how employee feedback influenced outcomes.
15. Let them choose their rewards
Personal choice makes rewards more meaningful because people receive something they actually want rather than something someone else thought they'd want. Flexibility in reward selection respects individual preferences and needs.
Tango offers multiple retailer options to exemplify this approach. Recipients can choose restaurants, entertainment, retail, or experiences based on their current priorities and interests. This personalization creates more memorable experiences than standardized rewards.
The same principle applies to other rewards: offer flexibility in time-off usage, choice in professional development opportunities, or options in how recognition is delivered (public vs. private, for example).
Managers are the front line of employee motivation. Even the best organizational policies and programs fail without effective manager implementation. Here's how managers can actively support motivation:
Practice consistent recognition and appreciation. Make it habitual, not just occasional. Build regular check-ins focused on development and wellbeing, not just task status. Listen actively to concerns and act on feedback when possible.
Model the behaviors and attitudes you want to see. Your enthusiasm, work ethic, and values set the tone for your team. If you're burned out and disengaged, your team will follow suit.
Provide clear expectations and the resources needed for success. Ambiguity and resource constraints create frustration that undermines motivation. Remove obstacles and advocate for your team's needs.
Celebrate wins, both large and small. Acknowledge progress toward goals, not just final achievements. Create a culture where effort and improvement are valued.
Be authentic and human. Share appropriate challenges, admit mistakes, and show vulnerability. This builds trust and psychological safety, which are foundational to sustainable motivation.
Long-term motivation requires ongoing development opportunities. When employees can grow with your organization, they're more engaged in current roles and more likely to stay.
Offer to cover costs for relevant certifications, licenses, or training programs. These credentials benefit both the employee (career advancement) and your organization (increased capabilities).
Create internal training programs that build technical and soft skills. Rotate subject matter experts as instructors to share knowledge and develop teaching skills.
Provide time during work hours for learning activities. When development happens only on personal time, it signals that learning isn't truly valued.
Let employees explore other departments or roles through shadowing or short-term assignments. This exposes them to different aspects of the business, helps them understand how their work fits into the larger picture, and allows them to test potential career directions.
Cross-functional projects serve similar purposes while delivering business value. They build relationships across departments and develop versatile skill sets.
These experiences often reveal hidden talents and interests, helping you retain employees by moving them into roles better suited to their evolving capabilities and interests.
Document and communicate how employees can advance within your organization. What skills do they need? What experiences should they gain? What does the timeline typically look like?
Create multiple advancement paths. Not everyone wants to move into management—some prefer deepening technical expertise. Recognize and reward both trajectories.
Be honest about opportunities and timelines. False hope is demotivating. If advancement opportunities are limited, help employees develop portable skills and be supportive if they eventually need to move on for growth.
Effective motivation recognizes that people are different. What inspires one person might leave another unmoved. Build flexibility and inclusivity into your approach.
Generic recognition feels hollow. Take time to understand what matters to each team member. Some value public praise; others prefer private acknowledgment. Some want tangible rewards; others value extra time off or development opportunities.
Ask employees directly about their preferences. Include questions about recognition and motivation in onboarding and regular check-ins.
Track what you learn about each person's preferences and use that information to personalize recognition. This attention to individual needs demonstrates genuine care.
Recognition style preferences vary significantly. Some employees thrive on public acknowledgment—they feel validated when praised in front of peers. Others feel uncomfortable with public attention and would prefer private recognition.
Always offer options when possible. Before praising someone publicly, consider whether they'd appreciate that approach. For major recognition, ask their preference.
This consideration extends to reward types, development opportunities, and other motivational initiatives. Choice respects autonomy and ensures people receive what they actually value.
Cultural backgrounds influence how people interpret recognition and motivation. Some cultures value individual achievement; others emphasize collective success. Some prefer direct feedback; others find direct criticism uncomfortable.
Working styles also vary. Introverts and extroverts have different needs around social interaction. Some people want detailed instruction; others prefer general direction with autonomy.
Build awareness of these differences through training and open conversations. Create multiple pathways to success that accommodate different styles and preferences.
You don't need to implement all fifteen strategies immediately. Start with one or two that resonate most with your team's needs and your organizational culture. Try them, gather feedback, and adjust based on what you learn.
As strategies prove successful, expand gradually. Build motivation initiatives into your regular operations rather than treating them as special one-time events. Consistency matters more than grand gestures.
Measure impact through engagement surveys, retention metrics, and performance indicators. Use data to refine your approach and demonstrate ROI to leadership.
Most importantly, make motivation an ongoing priority, not a project with an end date. Building a culture of motivation requires sustained attention and authentic commitment.
Whether you're launching a peer recognition program or rewarding top performers, Tango makes it simple to motivate employees at scale. From flexible digital gift cards to seamless bulk delivery, Tango helps you turn motivation strategies into meaningful moments your team will remember. Book a demo.
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