1. Agree on the meaning of motivation with your employees for your company. The first step is to delve into the human processes of what ‘drives’ people, what motivates them to come to work every day. And furthermore: what motivates them to work well with dedication, responsibility and, why not, enjoyment.

2. Make motivation part of your business strategy. If engagement has such a significant impact on productivity and the achievement of desired business results, it should therefore be part of your overall business strategy.

3. Select the appropriate tools and methods for measuring and reporting the metrics that will assess the level of motivation.

4. Invest, therefore, in leadership development programmes designed to improve leaders’ ability to engage and motivate their teams.

5. Also ensure that managers have a constant supply of resources on the subject of motivation. In other words, managers must constantly study motivation… otherwise, what sort of managers would they be?

6. Ensure that leaders and managers act on feedback and data.

7. Include motivation on the agenda for management meetings. Here too, the topic is considered a significant part of the business strategy.

8. Set engagement targets, milestones and KPIs. At the end of the day, the aim is to improve key areas such as customer satisfaction, employee retention, collaboration and corporate culture.

9. Measure the impact of your programmes and use the data to make informed decisions. A data-driven approach is the best way to improve most things. If the data dictates a change in strategy, act on it.

10. Similarly to tip no. 9, therefore, maintain a focus on managing and improving corporate culture. Sometimes this involves culture transformation techniques – not always an easy endeavour. Companies with the highest levels of engagement make culture a top priority.

All this is simple but not easy. It requires constant and consistent attention, discipline and follow-up. But the result will be effective.