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The Hidden Key to Employee Motivation
The Hidden Key to Employee Motivation

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When leaders focus on empowering their employees from within, they don’t just meet targets—they build a team that is truly engaged, inspired, and ready to go the extra mile.


In the bustling world of real estate, Aryan, a seasoned leader, found himself facing an unusual challenge. Despite offering generous bonuses, regular promotions, and public recognition, the motivation within his team seemed to wane over time. Sales targets were being met, but the spark of enthusiasm was missing. The rewards were no longer working their magic.

Determined to find a solution, Aryan decided to dive deeper into his team’s intrinsic motivators. He started having one-on-one conversations, and the responses were enlightening. Sanya, a promising young real estate agent, expressed that while she valued the bonuses, she longed for more meaningful work. “I want to see how my efforts contribute to the bigger picture, not just hit sales targets,” she admitted. Another team member, Vikash, revealed that while promotions were enticing, what truly mattered was having a clear path for personal growth and learning new skills to stay ahead of the game.

Aryan quickly realized that while rewards and recognition were important, they were not enough to sustain long-term motivation. What his team craved was a sense of purpose, professional development, and the freedom to innovate. He took immediate steps to refocus his leadership strategy, starting by granting more autonomy to his agents. This allowed them to explore new ways of closing deals, find creative solutions, and implement them with minimal interference.

In addition, Aryan initiated regular "vision-sharing" sessions where employees were shown how their efforts were directly impacting the company’s success. He also introduced learning and development workshops to keep his team sharp and evolving with industry trends. These subtle yet impactful changes were innovative and forward-thinking, fostering a culture where intrinsic motivation thrived.

The results were profound. Sanya began taking on more challenging projects with newfound enthusiasm, and Vikash’s sales soared as he applied newly acquired skills. Aryan’s team, once solely driven by external rewards, became deeply invested in their work and more motivated than ever before.

Conclusion

Leaders, like Aryan, can unlock true potential by meeting internal expectations. Rather than relying solely on external rewards like bonuses or promotions, fostering autonomy, purpose, and continuous growth can ignite lasting motivation. When leaders focus on empowering their employees from within, they don’t just meet targets—they build a team that is truly engaged, inspired, and ready to go the extra mile.

About the Author: 

Divya Rao, Associate Director | Learning & Development, People & Performance, Colliers


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Colliers (NASDAQ, TSX: CIGI) is a leading diversified professional services and investment management company. With operations in 66 countries, our 18,000 enterprising professionals work collaboratively to provide expert real estate and investment advice to clients. For more than 28 years, our experienced leadership with significant inside ownership has delivered compound annual investment returns of approximately 20% for shareholders. With annual revenues of $4.5 billion and $98 billion of assets under management, Colliers maximizes the potential of property and real assets to accelerate the success of our clients, our investors, and our people. Learn more at corporate.colliers.com, Twitter @Colliers or LinkedIn.

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