Team motivation isn’t just about free pizza or an off-site day. It’s about creating a working environment where people feel valued and engaged to contribute.
This article looks at three practical ways to motivate a team, especially after you’ve taken the important step of forming your company. The experts at 1st Formations provide valuable insights to help you inspire and energise your team for success.
1. Recognise and reward contributions
Recognition is often overlooked. Managers assume a salary alone is enough, but people want to feel appreciated for their unique contributions.
Phrases like this can help motivate your team: “I really appreciate how you handled that client”, or “Your attention to detail made all the difference in this project”. Small acknowledgements cost nothing but can deliver a huge motivational boost.
Research consistently shows that recognition is one of the most effective strategies for motivating employees in the workplace – it fosters loyalty, reduces turnover, and encourages above-and-beyond work.
Here are some practical tips for recognising and rewarding contributions:
- Go beyond the generic “good job”. Be specific about what someone did and why it mattered.
- Celebrate both big and small wins. Don’t wait for the completion of a huge project – acknowledge progress along the way.
- Mix formal and informal recognition. Yes, bonuses and promotions matter, but so do thank-you notes or praise in team meetings.
Recognition isn’t just a feel-good tactic. It’s a key driver of motivating teams for long-term success.
2. Give a sense of purpose
Money and perks may attract new talent, but they don’t always equate to retention. Purpose keeps employees engaged – the feeling that their work matters and contributes to something bigger.
Motivation soars when employees understand how their daily tasks connect to the company’s larger goals. On the other hand, if they feel like they’re just ticking boxes or working in a vacuum, disengagement can set in quickly.
So, how do you make sure your team sees the bigger picture? It starts with communication. Be transparent about the company’s goals and challenges. Share updates on how the team’s work is contributing to progress. And most importantly, connect individual roles to the organisation’s success.
For example:
- If a marketing assistant runs social media campaigns, explain how their efforts have directly generated leads and supported revenue.
- If a customer service agent resolves complaints effectively, show them how their work strengthens brand reputation and builds loyalty thanks to positive reviews.
An empowered team has a clear sense of purpose and how their efforts align with the rest of the business.
3. Empower through autonomy and trust
Micromanagement is one of the fastest ways to kill motivation. Employees who feel like every move they make is watched or second-guessed can quickly lose initiative. When trusted to make decisions, employees feel more empowered.
Autonomy gives people a sense of control and ownership over their work. It also shows trust in their judgement and belief in their abilities.
Of course, autonomy doesn’t mean a free-for-all. It means setting clear expectations and giving employees the freedom to determine how to achieve them. It’s about creating accountability without suffocating oversight.
Below are some ways you can empower teams with autonomy:
- Delegate with clarity – Outline the desired outcome, but let employees choose the process.
- Encourage decision-making – Allow team members to own small decisions before moving on to bigger ones.
- Support risk-taking – Let people know it’s okay to experiment and even make mistakes, as they can provide valuable learning opportunities for improvement.
Empowerment is essential for younger generations in the workforce, who often value independence and growth opportunities as much as compensation. By fostering autonomy, you can build and futureproof a strong team.
Bringing it all together for a motivated team
Motivating teams doesn’t require elaborate strategies or endless resources. The most effective approaches – recognition, purpose, and empowerment – are surprisingly simple.
- Recognise and reward contributions – Show people their work matters with specific feedback that shows your appreciation.
- Give people a sense of purpose – Connect individual roles to the bigger mission.
- Empower through autonomy and trust – Allow employees to own their work.
When implementing these three techniques, teams are energised to push the business forward.
Did you know that UK limited companies enjoy protections and benefits, such as limited liability and cover in case their bank goes out of business? Learn more about the benefits of company formation in the UK with 1st Formations.
