12 Ways to Make Old and New Employees Feel Motivated

motivate employees

Do employees get better with age, or do they wear out? 

The general workplace environment comprises old and new employees, and keeping them motivated can be tricky. Unmotivated workers cost the US economy about $550 billion each year. 

As employees get older, their priorities change, and what may have worked in motivating them last year may not work so well the following year. Employers and managers are responsible for finding what works in keeping both their old and new employees motivated.

In this article, we help you uncover the best ways to make your old and new employees feel motivated. We examine the best strategies you can employ to excite your old and new employees for the best performance.

Before we get into that, let’s quickly divert to explain why you need to make both your old and new employees feel motivated. 

Why is employee motivation important to your business?

Positive employee testimonials for career pages. 

Most candidates view your career page before applying for your job openings. This is the best place to grab their interest.

A typical career page content example is employee testimonials. 

When your employees are motivated and active, they give great testimonials and are more valid as they’re delivered on-screen. 

You can easily pull the positive quotes of your employees and paste them on your career page.

An excellent career page will fetch you quality talent. You can see great career page examples.

Improved employee turnover rate.

See your employees as family.

Retaining employees is very important for every company; as your employees continue to work for your company, they gain more business experience, improve efficiency, and cut recruitment and training expenses.

Improved relationship between management and staff. 

Don’t be the cranky boss. Build great relationships with your staff.

The most motivated staff have great relationships with their leaders or managers. They are always willing to work, make improvements and 

accept modifications without debate. Happy employees’ work makes the work easier for their managers. 

Enhanced worker performance. 

You motivate your employees; they get the job done. Motivation stimulates engagement, and a highly engaged workforce increases profitability by 21%.

When you keep your workers motivated, not only do they get the job done, they do so effectively and efficiently and are more committed to their jobs. Companies with motivated workers are more productive and increase the overall output of the business. 

Exceptional quality and improved customer service 

A motivated employee is more inclined to work to provide high-standard services and put extra effort into producing quality products. Those in service-related enterprises are also more committed to providing excellent customer service and are more excited about their job.

Find their Commonalities

Every employee needs motivation. Old and new employees may have shared things that make them feel motivated. You can take out time to find those commonalities. Motivating old and new employees aren’t so different from each other. However, we individuals examine the ways of motivating old and new employees. 

Finding commonalities and similar interests is a significant part of the social bonding process, and it is always profitable for managers to form bonds between their old and new employees. 

Ways to make old employees feel motivated

Employee perks.

It is important to note what perks are not.

  • Perks don’t include health care, dental, or vision packages.
  • Employee perks don’t include factors like mission, vision, values, fair play, or a strong/ethical team.
  • Perks are not the same as company culture but are a component.

A good employee perk is providing travel management services for older employees. Small business travel management companies can help to manage all aspects of business travel for the company’s staff, from signing contracts with airlines and car rental companies to arranging other services. Save your employees the stress involved with business travels and make business travels easier.

Communicate your expectations to them.

Generally, people have misconceptions regarding older employees’ willingness to learn new things. Most old workers are quite teachable and ready to learn new skills, software, and equipment. It’s best to communicate your goals, mission, and expectations to all your employees, both old and new, and have an open mind to avoid the thought that your more senior employees are already burnt out and can’t do much for your company.

old and new

Value their experience

Older employees, in most cases, have more experience than new employees. Encourage your new workers to learn from them. Experience is valuable to every business. You should value and encourage your employer more as they stay longer on the job. You can consider making productive ones the head of their various departments.

Take the Time to Understand Their Motivations

It’s essential to find what motivates your older workers. Their motivation might differ from fresher employees, although that isn’t always the care. It is important that you do your research and discover what works. Build a relationship with them and know their personal goals, ambitions, and desires.

Be Open to Feedback

As a good manager or business owner, it’s important to accept older employees’ feedback. Ask your senior employees about your performance, what can be done better and how to make better decisions. Remember, you are dealing with experienced individuals. Listening to their opinions and feedback helps you understand how to motivate them and make them feel important and appreciated. Asking for feedback makes them see you as a leader and not some boss.

Focus on Results

Focus on results rather than their methods of doing things. Older employees usually have a different approach to things. Considering they have been working on a job for several years, they tend to create unique work techniques. Instead of forcing older employees to adopt a new method, focus on the results. The most important thing is to focus on whatever gets the job done, regardless of the techniques adopted.

old and new

Ways to make new employees feel motivated

Express trust for new employees 

It’s normal to see new employees lack confidence in performing their jobs. It can result from the new environment, new job description, or fear of poor performance. You can avoid this and boost their confidence by expressing trust in them. Show them you expect them to do great in executing tasks, just like older employees. Encouraging them to be the best of themselves is an excellent way to go.

Track their productivity 

Set targets and goals for each employee to measure how productive they are. We get motivated when we hit targets, no matter how little. You can employ these tactics for your employees.

It’s important to reward employees that steadily hit their targets. This will encourage them to achieve more and work to develop themselves and improve their efficiency.

Give specific roles to your employees. 

Employees are more productive when they have specific tasks assigned to them. It also shows their efficiency and value to the business. As your employees perform their duties, they get motivated to achieve greater heights.

You should make your new employees recognize their role in the business vision and goals and how their performance affects the company. This gives your employees a sense of responsibility.

Stay positive 

As a manager, maintain a positive atmosphere. Your employees must see you full of enthusiasm and motivation. Regardless of your feelings, always stay positive and transmit the same to your workers. 

Always see the possibility of success in every project.

Create a good work relationship with your new staff

Paying particular attention to your new employees helps them adjust to their new work environment and boosts their performance. 

Ask about their challenges and how they are coping with their work. It is also important to get feedback. Their opinions will help you know how to motivate them.

When you succeed in creating a good relationship with your new employees, you’d know their weaknesses and strengths better and how to motivate them. Plus, they will trust you more and be more excited to work for you.

Reward your new employees when they perform well 

Rewards best-performing employees to keep them motivated and encourage other employees to put in more work. Create a system that rewards jobs well done. Two-thirds of employees are motivated to stay at their job with the presence of a motivational scheme for employees.

Rewards like extra stipends, movie tickets, and paid days off. You can also ask your employees what they’d love as a good reward. This will help you provide the most motivational incentives.

Wrapping Up the ways to make your old and new employees feel motivated.

We all need inspiration and encouragement to give our best. This is necessary for optimum productivity and profit in the work environment. Companies with highly motivated employees make up to 27% higher profits— this is some high profit, and you can get in on it.

You can keep your employees motivated and active at all times. These simplified strategies can be adapted to help motivate and keep your old and new employees inspired to give in their best.

Your employees are your asset. Keep them motivated. 

Author Bio
Martins Favour is a creative content writer with over five years of experience writing SEO content for various brands. She finds a home in weaving worlds out of words. Stories are her life and LinkedIn is her favourite tool. 

small business coach


Managing Virtual Teams Across Time Zones – Maintaining Payroll


Maintaining a budget and adhering to local complacency laws can be tricky when you manage a team of international freelancers. Not only do you have to worry about international penalties, but you also need to navigate tax protocols and streamline your payroll all at the same time.

Why is International Payroll Complicated?

Even when the stars align, running a successful remote small business is one of the hardest things you’ll ever do because running a business is simply difficult. But if you’re only used to paying US-based employees, you’ll have to deal with different banks and payment processors.

While over 73% of international payments are sent from US-based companies, international payroll requires specialized knowledge in multiple areas to keep everything running smoothly.

Without the help of a country-specific financial lawyer, you’ll spend hours sorting out tax and legal issues. If you don’t have an international payroll system in place before you start hiring remote experienced independent contractors or employees, your reputation could take a hit.

Should You Still Hire International Workers?


After explaining that hiring international workers is difficult, you may consider hiring local talent instead. While that is a viable alternative, you have to consider whether that talent is available in your city or if you have the cash flow and infrastructure to hire more in-office employees.

Hiring a fully or partially international workforce can provide you with several benefits, such as business expansion, access to a wider talent pool, and future-proofing. Since work-from-home is in high demand, remote workers are also more likely to be productive, efficient, and loyal.

How to Manage International Teams and Their Payroll Needs 

While remote work comes with several positives, you’ll still need to tackle a few challenges and obstacles before you can successfully manage your team. Here are 5 ways to do just that.

1. Use Software That Can Integrate With Payroll Providers

Using payroll software is a no-brainer for international teams. After all, tools like QuickBooks, ADP Workforce, and Payoneer can make your payroll process fast, reliable, and cost-effective.

What’s more, payroll tools that are made with an international workforce in mind come equipped with compliance checks. These will help you avoid mistakes, maintain accurate calculations, and improve data security. You also don’t need any expertise to fully utilize payroll software.

However, even the best software is inefficient if it can’t integrate with the rest of your tools. For example, your payroll tools need to pull from timesheet apps and software to calculate earnings.

Without integration, you’d have to input information manually, which defeats the point of using the software in the first place. Your goal should be to automate as many tasks as possible.

2. Stick to One Solution for a Problem 99% of the Time

While most problems don’t have a one-size-fits-all solution, many of your international payroll woes do. Organization and a lack of policy often plays a role in why you’re struggling.

Suppose you have 10 international employees. 4 of them use PayPal, 3 use Apple Pay, and 3 use wire transfer. Every time you pay an employee, you have to figure out who accepts what and the fee costs. Your employees then have to wait several days to receive their paycheck.

If all international employees used one payment platform, you’ll save yourself a lot of time and make fewer mistakes. If you stick to one solution for 99% of your problems (one payroll software or one communication app), you’ll reduce confusion and keep your virtual team more content.

3. Favor Flexible Hours and Asynchronous Communication


There’s almost no reason to have structured working hours for your employees unless they’re in an upper management position. Even if you can find one, you’ll ideally reduce their structured schedule, as flexible work hours reduce stress levels, psychological distress, and burnout.

Keep in mind that a flexible work schedule doesn’t mean you won’t have deadlines. However, you’ll need to change the way you communicate said deadlines to your international team.

Asynchronous communication, which includes types of communication that don’t need an immediate response, is ideal for a virtual workplace. For example, you could send an email that has to be answered 48 hours after it’s been sent, so everyone has the same exact deadline.

You should also keep tabs on when your team is available. Communication apps like Slack can show who’s online now, while calendars can give you an overall view of your team’s work hours.

4. Set Clear Expectations in and Out of Your Contracts

Whether you’re asking for a payroll update or you’re discussing the terms of a project, you need to be clear about what you expect. This expectation starts the moment you post a job description, as you’ll need them to use the same tools and follow the right policy procedures.

Make sure there aren’t any loose ends or confusion. Even making an Excel checklist could be an impossible task if you aren’t discussing what colors you’ll use to organize information. At the bare minimum, you need to keep calendars up to date and outline who needs to do what.

When your best efforts fall short, encourage your team to speak to you if they need clarification. Being open and transparent will foster trust in your team and create a collaborative atmosphere.

5. Create a Great Experience for International Employees

We discussed how difficult it can be to find suitable talent in your home country. However, remote workers also struggle to find bosses that offer great experiences for their employees.

Talented employees aren’t having a hard time finding work, so don’t expect them to work for your company just because you’re offering USD. While they’ll want you to offer benefits that are relevant to their needs and country, they also expect you to be knowledgeable of their culture.

A centralized payroll approach that accounts for local law and compliance will enable you to deliver on that promise on the business side, but don’t forget to consider their personal needs.

From organizing virtual socializing events with your team to learning about subtle cultural differences between countries, bonding activities will make team management an easier task.

small business coach