Strategic Partnerships in Action: CHRM College Hosts International NGO Roundtable

I once worked for a company where leadership consistently organized weekly meetings to discuss our achievements and identify areas for improvement. Every Monday, the team would gather to review progress, celebrate top performers and encourage others to enhance their performance. As young employees, many of us didn’t take these meetings seriously. We viewed them as time-wasting and felt that individual recognition could be handled privately. The meetings were mandatory and this was the only reason most of us attended. If given a choice, very few would have shown up, as the majority simply wanted to complete their tasks and leave.

In addition to work meetings, the company also fostered a social environment where employees could participate in small group activities focused on life skills. We had opportunities to learn how to start businesses, play musical instruments, or engage in open conversations about life. Initially, these activities were unpopular because they took place after work, a time when most of us wanted to relax or pursue personal interests. What was meant to be a motivational initiative felt burdensome. Even the Human Resource Director’s morning visits to greet employees seemed insignificant to us at the time.

After three years at this company, I moved to a different organization, where I experienced a culture shock. In this new environment, no one seemed to care about employee well-being and relationships were strictly professional. The Human Resource Manager often shouted at staff for minor mistakes, sometimes resorting to insults that degraded people’s dignity. There were no after-work activities, no review meetings and no recognition of achievements. Employees were constantly on edge, unsure if their work was acceptable. The work culture operated on a “carrot and stick” principle, if you made a mistake, there was no empathy, only immediate punishment, sometimes even job suspension or termination. It was clear that leadership in this organization had no interest in fostering motivation and only excellent performance kept you in good standing.

As I matured and gained more experience, I began to appreciate the importance of employee motivation. Looking back at my first company, I realized the value of what they were trying to do, even though I had dismissed it at the time. Now, I understand that to be a successful game-changer in any industry, you must prioritize employee motivation. And motivation doesn’t always come in monetary form; sometimes, a simple word of recognition like “thank you” or “well done” can have a powerful impact. The key is to be genuine in your appreciation. When employees feel motivated, the following benefits are clear.

First, motivation leads to increased productivity and performance. Studies show that when employees feel valued and respected, their performance improves. This enhanced performance benefits the company, creating a positive cycle where motivated employees inspire others to step up and meet their goals. This helps ensure that there is no decline in overall productivity, contributing to the organization’s success.

Second, a motivated workforce helps shape a positive organizational culture. Employees driven by shared goals and values foster a harmonious, supportive work environment. Motivation promotes teamwork, open communication, and mutual respect, all of which are crucial for building a collaborative, high-performing workplace. A strong, cohesive culture is often a byproduct of motivated employees working together toward a common vision.

Third, motivation improves employee retention. High turnover rates are costly for companies, and a lack of motivation often results in disengagement, dissatisfaction, and ultimately, resignations. On the other hand, when employees feel valued and motivated, they are more likely to remain with the organization. Motivated employees have a sense of purpose and belonging, reducing their inclination to look for other opportunities.

Moreover, motivated employees are more likely to think creatively and offer innovative solutions. When people feel empowered and encouraged to explore new ideas, they bring fresh perspectives that lead to breakthroughs in products, processes, and services. Motivation drives the willingness to experiment, take calculated risks, and think outside the box—qualities essential for staying competitive in today’s rapidly changing market.

Lastly, motivated employees deliver better customer service. They are more inclined to go the extra mile to ensure customer satisfaction, which in turn boosts brand loyalty and enhances the company’s reputation. Motivated employees take pride in their work, and this positive attitude is reflected in their interactions with clients and customers.

The power of employee motivation cannot be underestimated. It is the engine that drives performance, innovation and success within an organization. By fostering a motivating environment through recognition, growth opportunities, flexibility, clear goals, and positive leadership, companies can create a workforce that is not only productive but also loyal, creative, and engaged. Investing in employee motivation is ultimately an investment in the long-term success and sustainability of the business.