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id="mntl-breadcrumbs__item_4-0" class="comp mntl-breadcrumbs__item mntl-block"><a href="https://www.liveabout.com/employee-motivation-6524425" rel="nocaes" id="mntl-text-link_8-0" class="mntl-text-link mntl-breadcrumbs__link" data-tracking-container="true" ><span class="link__wrapper">Employee Motivation</span></a> <svg class="icon icon-star breadcrumbs__separator" > <use xmlns:xlink="http://www.w3.org/1999/xlink" xlink:href="#icon-star" href="#icon-star"></use> </svg></li></ul> <div id="article-heading_1-0" class="comp article-heading mntl-article-header"> <h1 class="article-heading type--lion">How to Foster Employee Motivation</h1> </div></div> </div><div class="loc article-post-header"><div id="post-header-social-block_1-0" class="comp post-header-social-block mntl-block"><div id="social-share-block_1-0" class="comp social-share-block mntl-block"><ul id="social-share_1-0" class="comp social-share mntl-social-share share" data-title="How to Foster Employee Motivation" 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data-collapsed-text="Expand" data-expanded-text="Collapse">Expand</button></div></div> <ul id="mntl-toc__list_1-0" class="comp mntl-toc__list"><li id="mntl-toc__list-item_1-0" class="comp mntl-toc__list-item mntl-block"><div id="mntl-toc__list-item-heading_1-0" class="comp mntl-toc__list-item-heading mntl-block"><a href="#toc-employee-motivation-is-a-challenge" rel="nocaes" id="mntl-toc__list-item-link_1-0" class="mntl-toc__list-item-link mntl-text-link mntl-toc__list-item-link js-mntl-toc-link" data-tracking-container="true" ><span class="link__wrapper">Employee Motivation Is a Challenge</span></a></div></li> <li id="mntl-toc__list-item_2-0" class="comp mntl-toc__list-item mntl-block"><div id="mntl-toc__list-item-heading_2-0" class="comp mntl-toc__list-item-heading mntl-block"><a href="#toc-opportunities-to-influence-employee-motivation" rel="nocaes" id="mntl-toc__list-item-link_2-0" class="mntl-toc__list-item-link mntl-text-link mntl-toc__list-item-link js-mntl-toc-link" data-tracking-container="true" ><span class="link__wrapper">How to Influence Employee Motivation</span></a></div></li> <li id="mntl-toc__list-item_3-0" class="comp mntl-toc__list-item mntl-block"><div id="mntl-toc__list-item-heading_3-0" class="comp mntl-toc__list-item-heading mntl-block"><a href="#toc-communicate-responsibly-and-effectively" rel="nocaes" id="mntl-toc__list-item-link_3-0" class="mntl-toc__list-item-link mntl-text-link mntl-toc__list-item-link js-mntl-toc-link" data-tracking-container="true" ><span class="link__wrapper">Communicate Responsibly and Effectively</span></a></div></li> <li id="mntl-toc__list-item_4-0" class="comp mntl-toc__list-item mntl-block"><div id="mntl-toc__list-item-heading_4-0" class="comp mntl-toc__list-item-heading mntl-block"><a href="#toc-encourage-communication-with-senior-and-executive-managers" rel="nocaes" id="mntl-toc__list-item-link_4-0" class="mntl-toc__list-item-link mntl-text-link mntl-toc__list-item-link js-mntl-toc-link" data-tracking-container="true" ><span class="link__wrapper">Encourage Communication With Senior Managers</span></a></div></li> <li id="mntl-toc__list-item_5-0" class="comp mntl-toc__list-item mntl-block"><div id="mntl-toc__list-item-heading_5-0" class="comp mntl-toc__list-item-heading mntl-block"><a href="#toc-create-opportunities-for-employees-to-develop-their-skills" rel="nocaes" id="mntl-toc__list-item-link_5-0" class="mntl-toc__list-item-link mntl-text-link mntl-toc__list-item-link js-mntl-toc-link" data-tracking-container="true" ><span class="link__wrapper">Enable Employees to Develop Their Skills</span></a></div></li> <li id="mntl-toc__list-item_6-0" class="comp mntl-toc__list-item mntl-block"><div id="mntl-toc__list-item-heading_6-0" class="comp mntl-toc__list-item-heading mntl-block"><a href="#toc-provide-opportunities-for-employees-to-self-manage-and-take-on-responsibilities" rel="nocaes" id="mntl-toc__list-item-link_6-0" class="mntl-toc__list-item-link mntl-text-link mntl-toc__list-item-link js-mntl-toc-link" data-tracking-container="true" ><span class="link__wrapper">Self-Manage and Take on Responsibilities</span></a></div></li> <li id="mntl-toc__list-item_7-0" class="comp mntl-toc__list-item mntl-block"><div id="mntl-toc__list-item-heading_7-0" class="comp mntl-toc__list-item-heading mntl-block"><a href="#toc-address-employee-concerns-and-complaints" rel="nocaes" id="mntl-toc__list-item-link_7-0" class="mntl-toc__list-item-link mntl-text-link mntl-toc__list-item-link js-mntl-toc-link" data-tracking-container="true" ><span class="link__wrapper">Address Employee Concerns and Complaints</span></a></div></li> <li id="mntl-toc__list-item_8-0" class="comp mntl-toc__list-item mntl-block"><div id="mntl-toc__list-item-heading_8-0" class="comp mntl-toc__list-item-heading mntl-block"><a href="#toc-employee-recognition-and-awards" rel="nocaes" id="mntl-toc__list-item-link_8-0" class="mntl-toc__list-item-link mntl-text-link mntl-toc__list-item-link js-mntl-toc-link" data-tracking-container="true" ><span class="link__wrapper">Employee Recognition and Awards</span></a></div></li> <li id="mntl-toc__list-item_9-0" class="comp mntl-toc__list-item mntl-block"><div id="mntl-toc__list-item-heading_9-0" class="comp mntl-toc__list-item-heading mntl-block"><a href="#toc-foster-employee-supervisor-relationships" rel="nocaes" id="mntl-toc__list-item-link_9-0" class="mntl-toc__list-item-link mntl-text-link mntl-toc__list-item-link js-mntl-toc-link" data-tracking-container="true" ><span class="link__wrapper">Foster Employee-Supervisor Relationships</span></a></div></li></ul></div></div> <div id="reference-bylines_1-0" class="comp reference-bylines mntl-bylines right-rail__offset"><div id="mntl-bylines__group_1-0" class="comp mntl-bylines__group mntl-block mntl-bylines__group--author"><div id="mntl-bylines__item_1-0" class="comp mntl-bylines__item mntl-attribution__item mntl-attribution__item--has-date"> <span class="mntl-attribution__item-descriptor">By</span> <div data-tooltip="<p>Susan Heathfield is an HR and management consultant with an MS degree. She has decades of experience writing about human resources.</p>" tabindex="0" data-inline-tooltip="true"> <a href="https://www.liveabout.com/susan-m-heathfield-6500900" rel="nocaes" data-trigger-link="true" class="mntl-attribution__item-name" tabindex="-1" >Susan M. Heathfield</a> <div id="mntl-author-tooltip_1-0" class="comp mntl-author-tooltip mntl-tooltip mntl-group mntl-author-tooltip--no-job-title"> <div class="mntl-author-tooltip__top mntl-author-tooltip__top--no-image"> <div id="mntl-author-tooltip__name_1-0" class="comp mntl-author-tooltip__name mntl-attribution__item "> <a href="https://www.liveabout.com/susan-m-heathfield-6500900" rel="nocaes" class="mntl-attribution__item-name" tabindex="0" >Susan M. Heathfield</a> </div> <ul id="mntl-author-tooltip__education_1-0" class="comp mntl-author-tooltip__education mntl-block"></ul> <div class="mntl-author-tooltip__bio"> <p>Susan Heathfield is an HR and management consultant with an MS degree. She has decades of experience writing about human resources.</p> </div> </div> <div class="mntl-author-tooltip__bottom"> <span class="mntl-author-tooltip__learn-more-text">Learn about our</span> <a href="/about-us-4779650#toc-editorial-guidelines" rel="nocaes" class="mntl-author-tooltip__learn-more-link" >Editorial Process</a> </div> </div></div> </div> <div class="mntl-attribution__item-date">Updated on 01/05/20</div></div> </div></div> </div><div class="loc article-content"><div id="article-content_1-0" class="comp article-content mntl-block"><div id="mntl-sc-page_1-0" class="comp mntl-sc-page mntl-block structured-content expert-content" data-sc-sticky-offset="100" data-sc-ad-label-height="24" data-sc-ad-track-spacing="100" data-sc-min-track-height="250" data-sc-max-track-height="600" data-sc-breakpoint="50em" data-sc-load-immediate="3" data-sc-content-positions="[1, 1050, 1250, 1550, 1950, 2350, 2750, 3150]" data-bind-scroll-on-start="true"><span class="heading-toc" id="toc-employee-motivation-is-a-challenge"></span><h2 id="mntl-sc-block_1-0" class="comp mntl-sc-block reference-sc-block-heading mntl-sc-block-heading"> <span class="mntl-sc-block-heading__text"> Employee Motivation Is a Challenge </span> </h2> <p id="mntl-sc-block_2-0" class="comp mntl-sc-block mntl-sc-block-html"> Employee motivation is a continuing challenge at work. Supervisors and managers walk a tough road, particularly in work environments that don't emphasize <a href="https://www.liveabout.com/employee-satisfaction-1918014" data-component="link" data-source="inlineLink" data-type="internalLink" data-ordinal="1">employee satisfaction</a> as part of an embraced and supported overall business strategy. </p> <div id="mntl-sc-block_3-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <p id="mntl-sc-block_4-0" class="comp mntl-sc-block mntl-sc-block-html"> On the one hand, they recognize their power in drawing forth the best employees have to offer, while on the other, they may not feel supported, rewarded, or recognized themselves for their work to develop motivated, contributing employees. </p> <div id="mntl-sc-block_5-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <p id="mntl-sc-block_6-0" class="comp mntl-sc-block mntl-sc-block-html"> The suggestion for managers? Get over it. No work environment will ever perfectly support your efforts to help employees choose motivated behaviors at work. Even the most supportive workplaces provide daily challenges and often appear to operate at cross purposes with your goals and efforts to <a href="https://www.liveabout.com/tips-for-motivating-employees-1918748" data-component="link" data-source="inlineLink" data-type="internalLink" data-ordinal="1">encourage employee motivation</a>. </p> <div id="mntl-sc-block_7-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <p id="mntl-sc-block_8-0" class="comp mntl-sc-block mntl-sc-block-html"> No matter what climate your organization provides to support employee motivation, you can create an environment that fosters and calls forth motivation from employees. </p> <div id="mntl-sc-block_9-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <span class="heading-toc" id="toc-opportunities-to-influence-employee-motivation"></span><h2 id="mntl-sc-block_10-0" class="comp mntl-sc-block reference-sc-block-heading mntl-sc-block-heading"> <span class="mntl-sc-block-heading__text"> Opportunities to Influence Employee Motivation </span> </h2> <p id="mntl-sc-block_11-0" class="comp mntl-sc-block mntl-sc-block-html"> You can take daily actions that will increase employee satisfaction. Recommended are actions that employees say, in a recent <a href="https://www.liveabout.com/society-for-human-resource-management-shrm-1918261" data-component="link" data-source="inlineLink" data-type="internalLink" data-ordinal="1">Society for Human Resources Management (SHRM)</a> survey, are important to their job satisfaction. Management actions in these areas will create a work environment conducive to employee motivation. </p> <div id="mntl-sc-block_12-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <p id="mntl-sc-block_13-0" class="comp mntl-sc-block mntl-sc-block-html"> Here are seven consequential ways in which a manager or supervisor can create a work environment that will foster and influence increases in employee motivation. </p> <div id="mntl-sc-block_14-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <span class="heading-toc" id="toc-communicate-responsibly-and-effectively"></span><h2 id="mntl-sc-block_15-0" class="comp mntl-sc-block reference-sc-block-heading mntl-sc-block-heading"> <span class="mntl-sc-block-heading__text"> Communicate Responsibly and Effectively </span> </h2> <p id="mntl-sc-block_16-0" class="comp mntl-sc-block mntl-sc-block-html"> Employees want to be members of the in-crowd, people who know what is happening at work as soon as other employees know. They want the information necessary to do their jobs. They need enough information so that they make good decisions about their work. </p> <div id="mntl-sc-block_17-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <ul id="mntl-sc-block_18-0" class="comp mntl-sc-block mntl-sc-block-html"> <li>Meet with employees following management staff meetings to update them about any company information that may have an impact on their work. Changing due dates, customer feedback, product improvements, training opportunities, and updates on new departmental reporting or interaction structures are all important to employees. Communicate more than you think is necessary.</li><li>Stop by the work area of employees who are particularly affected by a change to communicate more. Make sure the employee is clear about what the change means for their job, goals, time allocation, and decisions.</li><li>Communicate daily with every employee who reports to you. Even a pleasant good morning enables the employee to engage with you.</li><li>Hold a weekly one-on-one meeting with each employee who reports to you. They like to know that they will have this time every week. Encourage employees to come prepared with questions, requests for support, troubleshooting ideas for their work, and information that will keep you from being blindsided or disappointed by a failure to produce on schedule or as committed.</li> </ul> <div id="mntl-sc-block_19-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <span class="heading-toc" id="toc-encourage-communication-with-senior-and-executive-managers"></span><h2 id="mntl-sc-block_20-0" class="comp mntl-sc-block reference-sc-block-heading mntl-sc-block-heading"> <span class="mntl-sc-block-heading__text"> Encourage Communication With Senior and Executive Managers </span> </h2> <p id="mntl-sc-block_21-0" class="comp mntl-sc-block mntl-sc-block-html"> Employees find interaction and communication with and attention from senior and executive managers motivational. In the recent Global Workforce Study by Towers Perrin (now Towers Watson), which included nearly 90,000 workers from 18 countries, the role of senior managers in attracting employee discretionary effort exceeded that of immediate supervisors. </p> <div id="mntl-sc-block_22-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <ul id="mntl-sc-block_23-0" class="comp mntl-sc-block mntl-sc-block-html"> <li>Communicate openly, honestly, and frequently. Hold whole staff meetings periodically, attend department meetings regularly, and communicate by wandering around work areas engaging staff and demonstrating an interest in their work.</li> <li>Implement an <a href="https://www.liveabout.com/open-door-policy-sample-1918913" data-component="link" data-source="inlineLink" data-type="internalLink" data-ordinal="1">open-door policy</a> for staff members to talk, share ideas, and discuss concerns. Make sure that managers understand the problems that they can and should solve will be directed back to them, but it is the executive's job to listen.</li> <li>Congratulate staff on life events such as new babies, inquire about vacation trips, and ask about how both personal and company events turned out. Care enough to stay tuned into these kinds of employee life events and activities.</li> </ul> <div id="mntl-sc-block_24-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <span class="heading-toc" id="toc-create-opportunities-for-employees-to-develop-their-skills"></span><h2 id="mntl-sc-block_25-0" class="comp mntl-sc-block reference-sc-block-heading mntl-sc-block-heading"> <span class="mntl-sc-block-heading__text"> Create Opportunities for Employees to Develop Their Skills </span> </h2> <p id="mntl-sc-block_26-0" class="comp mntl-sc-block mntl-sc-block-html"> Provide opportunities for employees to develop their skills and abilities. Employees want to continue to develop their knowledge and skills. Employees do not want jobs that they perceive as no-brain drudge work. </p> <div id="mntl-sc-block_27-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <ul id="mntl-sc-block_28-0" class="comp mntl-sc-block mntl-sc-block-html"> <li>Allow staff members to attend important meetings, meetings that cross-functional areas, and that the supervisor normally attends.</li> <li>Bring staff to interesting, unusual events, activities, and meetings. It’s quite a learning experience for a staff person to attend an executive meeting with you or represent the department in your absence.</li> <li>Make sure the employee has several goals that they want to pursue as part of every quarter’s <a href="https://www.liveabout.com/performance-development-planning-1916761" data-component="link" data-source="inlineLink" data-type="internalLink" data-ordinal="1">performance development plan</a> (PDP). Personal development goals belong to the same plan.</li> <li>Reassign responsibilities that the employee does not like or that are routine. Newer staff, interns, and contract employees may find the work challenging and rewarding. Or, at least, all employees have their turn.</li> <li>Provide the opportunity for the employee to cross-train in other roles and responsibilities. Assign backup responsibilities for tasks, functions, and projects.</li> </ul> <div id="mntl-sc-block_29-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <span class="heading-toc" id="toc-provide-opportunities-for-employees-to-self-manage-and-take-on-responsibilities"></span><h2 id="mntl-sc-block_30-0" class="comp mntl-sc-block reference-sc-block-heading mntl-sc-block-heading"> <span class="mntl-sc-block-heading__text"> Provide Opportunities for Employees to Self-Manage and Take on Responsibilities </span> </h2> <p id="mntl-sc-block_31-0" class="comp mntl-sc-block mntl-sc-block-html"> Employees gain a lot of motivation from the nature of the work itself. Employees seek autonomy and independence in decision making and in how they approach accomplishing their work and job. </p> <div id="mntl-sc-block_32-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <ul id="mntl-sc-block_33-0" class="comp mntl-sc-block mntl-sc-block-html"> <li>Provide more authority for the employee to self-manage and make decisions. Within the clear framework of the PDP and ongoing effective communication, delegate decision making after defining limits, boundaries, and critical points at which you want to receive feedback.</li><li>Expand the job to include new, higher-level responsibilities. Assign responsibilities to the employee that will help them grow their skills and knowledge. Stretching assignments develop staff capabilities and increase their ability to contribute at work. (Remove some of the time-consuming, less desirable job components at the same time, so the employee does not feel that what was delegated was “more” work.)</li><li>Provide the employee a voice in higher-level meetings; provide more access to important and desirable meetings and projects.</li><li>Provide more information by including the employee on specific mailing lists, in company briefings, and in your confidence.</li><li>Provide more opportunity for the employee to have an impact on department or company goals, priorities, and measurements.</li><span class="mntl-sc-block-adslot mntl-sc-block-adslot-inline"></span><li>Assign the employee to head up projects or teams. Assign reporting staff members to their leadership on projects or teams or under his or her direct supervision.</li><li>Enable the employee to spend more time with their boss. Most employees find this attention rewarding.</li> </ul> <div id="mntl-sc-block_34-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <span class="heading-toc" id="toc-address-employee-concerns-and-complaints"></span><h2 id="mntl-sc-block_35-0" class="comp mntl-sc-block reference-sc-block-heading mntl-sc-block-heading"> <span class="mntl-sc-block-heading__text"> Address Employee Concerns and Complaints </span> </h2> <p id="mntl-sc-block_36-0" class="comp mntl-sc-block mntl-sc-block-html"> Elicit and address employee concerns and complaints before they make an employee or workplace dysfunctional. Listening to employee complaints and keeping the employee informed about how you are addressing the complaint are critical to producing a motivating work environment. </p> <div id="mntl-sc-block_37-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <p id="mntl-sc-block_38-0" class="comp mntl-sc-block mntl-sc-block-html"> Even if the complaint cannot be resolved to the employee’s satisfaction, the fact that you addressed the complaint and provided feedback about the consideration and resolution of the complaint to the employee is appreciated. The importance of the feedback loop in addressing employee concerns cannot be overemphasized. </p> <div id="mntl-sc-block_39-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <ul id="mntl-sc-block_40-0" class="comp mntl-sc-block mntl-sc-block-html"> <li>Keep your door open and encourage employees to come to you with legitimate concerns and questions.</li><li>Always address and provide feedback to the employee about the status of their expressed concern. The concern or complaint cannot disappear into a dark hole forever. Nothing causes more consternation for an employee than feeling that their legitimate concern went unaddressed.</li> </ul> <div id="mntl-sc-block_41-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <span class="heading-toc" id="toc-employee-recognition-and-awards"></span><h2 id="mntl-sc-block_42-0" class="comp mntl-sc-block reference-sc-block-heading mntl-sc-block-heading"> <span class="mntl-sc-block-heading__text"> Employee Recognition and Awards </span> </h2> <p id="mntl-sc-block_43-0" class="comp mntl-sc-block mntl-sc-block-html"> Recognition of employee performance is high on the list of employee needs for motivation. Many supervisors equate reward and recognition with monetary gifts. While employees appreciate money, they also appreciate praise, a verbal or written thank you, out-of-the-ordinary job content opportunities, and attention from their supervisor. </p> <div id="mntl-sc-block_44-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <ul id="mntl-sc-block_45-0" class="comp mntl-sc-block mntl-sc-block-html"> <li>Write a thank-you note that gives <a href="https://www.liveabout.com/ways-to-say-thank-you-at-work-1917992" data-component="link" data-source="inlineLink" data-type="internalLink" data-ordinal="1">praise and thanks to an employee</a> for a specific contribution in as much detail as possible to reinforce and communicate to the employee the behaviors you want to continue to see.</li> <li>Verbally praise and recognize an employee for a contribution. Visit the employee in their workspace.</li> <li>Give the employee a small token of your gratitude. A card, their favorite candy bar, a cutting from a plant in your office, fruit for the whole office, and more, based on the traditions and interaction in your office, will make an employee’s day.</li> </ul> <div id="mntl-sc-block_46-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <span class="heading-toc" id="toc-foster-employee-supervisor-relationships"></span><h2 id="mntl-sc-block_47-0" class="comp mntl-sc-block reference-sc-block-heading mntl-sc-block-heading"> <span class="mntl-sc-block-heading__text"> Foster Employee-Supervisor Relationships </span> </h2> <p id="mntl-sc-block_48-0" class="comp mntl-sc-block mntl-sc-block-html"> Employees appreciate a responsive and involved relationship with their immediate supervisor. </p> <div id="mntl-sc-block_49-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <ul id="mntl-sc-block_50-0" class="comp mntl-sc-block mntl-sc-block-html"> <li>Avoid canceling regular meetings, and if you must, stop by the employee’s work area to apologize, offer the reason, and immediately reschedule. Regularly missing an employee meeting sends a powerful message of disrespect.</li> <li>Talk daily with each employee who reports to you. The daily interaction builds the relationship and will stand for a lot when times are troubled, disappointments occur, or you need to address employee performance improvement.</li> <li>The interaction of an employee with their immediate supervisor is the most significant factor in an employee's satisfaction with work. <a href="https://www.liveabout.com/want-to-become-a-better-listener-1918650" data-component="link" data-source="inlineLink" data-type="internalLink" data-ordinal="1">Practice just listening</a>. Encourage the employee who brings you an idea or improvement. Even if you think the idea won't work, that the idea has been unsuccessfully tried in the past, or you believe your executive leadership won't support it, this is not what the employee wants to hear from the supervisor.</li> <li>Remember that your nonverbal communication says more than the words you use to convey your honest response to employee thoughts, concerns, and suggestions. Pay attention, ask questions to further elicit information, and focus on understanding the employee's communication. Lose your reactions: shrugged shoulders, rolling eyes, or partial attention are insulting and degrading.</li><span class="mntl-sc-block-adslot mntl-sc-block-adslot-inline"></span> <li>The supervisor's relationship with reporting staff is the single most important factor in employee retention. Stay on top of what your staff needs and wants to provide a work environment for employee motivation.</li> </ul> <div id="mntl-sc-block_51-0" class="comp mntl-sc-block mntl-sc-block-adslot mntl-block"></div> <p id="mntl-sc-block_52-0" class="comp mntl-sc-block mntl-sc-block-html"> Employee motivation is a common interest for supervisors and managers who are responsible to oversee the work of other employees. 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