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Why Motivate Employees?


A successful organization can generally trace its success to motivated employees. A look at the synonyms for the word ‘motivated’ such as induce, move, provoke, prompt, and cause, shows that without motivation at some level, nothing really gets started

However, motivating people can be difficult; there are no magic formulas or programs to motivate individuals. Motivation is also personal. While one employee may appreciate time off, the next may enjoy new challenges. The basic rule is to discover what your employees want and create a way to give it to them or encourage them to earn it. Following this principle should motivate your employees and allow them to become engaged in the success of the campus and your department.

In 2006, and again in 2012, classified and exempt professional staff on the Boulder campus participated in an Employee Engagement Survey. Through this process, the campus has been able to identify what it is doing well and where it can improve. 

Results and key trends from the surveys are highlighted below. 

§ In 2012, 90% of employees saw their job as vital to the overall purpose of the University, an increase from 88% in 2006.

§ In 2006, 80% of employees were willing to go above and beyond their normal work duties. In 2012, this number increased to nearly 89%.

§ From 2006 to 2012, the percentage of employees who believe they are utilizing their talents increased by 9% (75% overall).

§ Currently, 72% of employees would recommend a friend to work here (an increase from 60% in 2006). 

§ Employees with a shorter length of service (under two years) have been consistently more positive and optimistic about the work environment. It is vital that campus capture and build on this optimism

While employee opinions have improved in regards to recognition programs and rewarding employees, the 2012 survey highlighted that this is still a key area to focus on improving. Our hope is that this guide will help you start recognizing those individuals who are willing to go above and beyond to make the campus and your department a better place. By effectively recognizing employees, you can help support, develop and retain great employees who have chosen to work for the University of Colorado Boulder. Without recognizing and motivating employees in ways that are meaningful to them there is a risk that you will lose them.

In their bestselling book on employee retention, Love ‘Em or Lose ‘Em, Beverly Kaye and Sharon Jordan-Evans ranked the top reasons employees remain where they are:

1. Career growth, learning, and development

2. Exciting and challenging work

3. Meaningful work, making a difference and a contribution

4. Great people

5. Being part of a team

6. Good boss

7. Recognition for work well done

8. Fun on the job

9. Autonomy, sense of control over my work

10. Flexibility, for example, in work hours and dress code

11. Fair pay and benefits

12. Inspiring leadership

13. Pride in the organization, its mission, and quality of product

14. Great work environment

15. Location

16. Job security

17. Family-friendly employer

18. Cutting-edge technology


This list provides a hint of what matters to employees, which is a key point in employee motivation. How would answers from employees in your unit match or differ from this list? Find out what matters to them by asking – one on one, in a group, or using the sample Motivation Survey. Then use principles and ideas from the HR Guide to customize an approach to motivating your staff, based on what you learn. 

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