1. Agree on what motivation means with employees for your company. The first step to delve into the human processes of what “moves” people, what drives them to come to work every day. And again: what drives them to work well with seriousness, responsibility and, why not, having fun.

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

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

4. Therefore invest in leadership development programs designed to improve leaders’ ability to engage and motivate the team.

5. Also make sure executives have a constant flow of resources on the topic of motivation. In other words, executives/managers must constantly study motivation… otherwise, what kind of executives/managers would they be?

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

7. Put motivation on the list of topics for management meetings. Also in this case the topic is considered as a significant part of the company strategy.

8. Establish commitment goals, milestones and KPIs.  At the end of the day the goal is to improve key areas such as customer satisfaction, employee retention, collaboration and company culture.

9. Measure the impact of your programs and use 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, use it.

10. Similarly to tip n.9, therefore maintain a focus on the management and improvement of the company culture. Sometimes this includes culture transformation techniques – not always an easy endeavor.  Companies that exhibit the highest levels of commitment make culture a top priority.

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