What many business owners aren’t clear about however, is the difference between a motivated employee and an engaged employee – and they are two very different things.

A motivated employee could be someone, for example who is motivated to turn up to work for a set number of hours each week in return for a salary which they feel is worthy of the effort they are putting into the job. These people are often reliable, good at what you pay them to do, don’t challenge the status quo and generally do as they are told.

An engaged employee though is someone who cares about the business as if it were their own and who will go the extra mile to help you make it a success. You will never hear an engaged employee saying ‘It’s not my job’ or clocking off dead on time when there are still tasks to be done. An engaged employee will also be looking at how things can be improved and how customers can be  satisfied even more.

Whilst there are no sure-fire ways of keeping employees both motivated and engaged (to be honest our upbringing and environment play a large part in this and hence careful interviewing can play a large part in getting it right), we can affect this by how we interact with our staff. 

And it doesn’t have to be an expensive business, there are a number of non-costly things you can do.

Top suggestions that have proven successful include: -
  • Try and vary the job specifics so that it doesn’t become monotonous (unless of course you have someone that likes routine in which case you should play on this)
  • Give praise where it is due (but recognise that some people like public acclaim and others prefer a quiet pat on the back). It can be easy to forget the pleases and thank-you’s with people you see every day.
  • Treat your team as individuals, get to know them personally and celebrate key milestones with them (for example could you organise a cake and a card on their birthday; be interested – but not nosy – about important things happening in their life outside of work)
  • Accept differences of opinion and respect suggestions as they are put forward. This doesn’t mean you have to take on board everything suggested, but to show that you are giving it consideration helps to make your staff feel valued
  • Actively encourage your team to develop their skills by undertaking additional training. Even if the cost of some courses are prohibitive, there are so many free courses available on-line. Could you invest in 1 hour paid learning per week? After all your business will benefit from this learning
  • Accept that mistakes will be made – after all this is how we learn, but handle any such circumstances in a supportive manner by recognising that making someone feel silly or challenging their competence will not make them feel good about themselves or your business…we always liken it to a toddler learning to walk… when they fall down they are encouraged to try again rather than being berated
  • Communicate regularly with your team. Sort out problems or concerns as they occur rather than letting them fester and always treat the employee with compassion and empathy
  • Check that the rate of pay you are offering is at least in line with what other roles of a similar type / skill set are paying. 
  • Can you offer a low-cost add-on perk to make this even more attractive? Whether it’s free or subsidised meals (if you are a food provider) or a free family day pass for every 6 months in the job (if you are an attraction) or 1 night stay free DBB (off season and subject to availability) if you are an accommodation provider?
  • Bonuses are another way to reward staff for achieving targets or for going above and beyond. These could be monetary bonuses or bonuses that are offered in the form of vouchers that are redeemable in well known stores, or even rewards that recognise spouses and families by way of attending special events or going away on trips or holidays.

Do bear in mind that where there is a monetary value attached to any reward, your staff may be subject to Benefit in Kind taxation. Unless you are willing to pick up the cost of this on their behalf, a reward of this type can be seen as more of a millstone around their neck than a reward. We recommend you take advice from your accountant before introducing any scheme that falls within this category.