"How can I keep my team motivated without a raise?"
Good morrrrrning, happy Tuesday,
Let’s get into this week’s question, sent through in my DMs on Instagram:
"How can I keep my team motivated without a raise?"
Keeping your team motivated when pay rises aren’t an option is a challenge. We all know money talks, but it’s not the only thing that keeps people engaged and performing their best. In fact, some of the most effective motivators cost nothing.
Before we dive into the steps, let's get your mindset straight.
If your team’s feeling de-motivated, you've got two options:
1. Blame Others
Maybe the business has seen a lot of change, pay rises aren’t possible, or resources are stretched thin. Yes, these are valid reasons, and it’s easy to point the finger at the company. But if all you do is blame the business, nothing will change.
2. Take Accountability
Change? Have you stood up for your team and pushed back on decisions?
No pay rise? Are you offering opportunities to grow their skills instead?
Stretched resources? When was the last time you reviewed roles and responsibilities to align work with strengths and cut out what's unnecessary?
The choice is yours. Blame or take action.
See what I’m getting at? Whatever you’re currently blaming the lack of motivation on, you need to take accountability for it.
It might not be your fault, but it is your problem.
So, what can you do to keep morale high without the extra cash? Here are a few ideas:
‘Motivation’
Let’s understand what ‘motivation’ truly means.
At the root of the word motivation is motive. Motion, movement, moving forward.
Motivation (v.), means "to stimulate toward action"
Motive (a.) Related to motion: Motive energy refers to energy associated with movement.
For our team to feel motivated, they need hard evidence of motive or forward motion in their work.
If my team weren’t motivated right now, here’s the 3 steps I’d run through to get them feeling that forward motion again:
Focus on Growth
If you can’t offer more money, offer opportunities for development. People want to feel like they’re progressing in their careers. Whether it’s new responsibilities, mentorship, or training opportunities, showing you care about their growth can make a huge difference.
Give Ownership
Trust your team with more autonomy. Let them take ownership of their projects and make decisions. Could you give them more freedom over their time? Feeling empowered is a powerful motivator – it shows you have confidence in them.
Listen (properly)
This is step one for almost every team issue you’ll ever face.Sit down with your team and ask them how they’re feeling, what’s going on. But here’s the key: don’t just listen to respond - listen to understand. Take notes, ask questions, then dig a bit deeper.
Make sure you walk away knowing exactly what’s bothering them.
Questions I like to ask are:
”What is your biggest fear right now?”
”If you were to leave tomorrow, why would it be? Ok, why else?”What’s driving them?
People need progress to stay motivated.
If it can’t be a pay rise, it needs to be new skills, or a change in role, they’ve got to feel like they’re moving forward.
If motivation’s lacking, ask yourself:When was the last time they learned something new?
Have any processes improved recently?
Have they been upskilled?
Take action
Now, turn what you’ve learned into something tangible. Maybe it’s pushing for extra training budget or reshuffling roles to make work more exciting.
Even if it feels daunting, taking action shows real leadership.Remember, actions speak louder than words. Show your team you're serious about their growth.
Motivation isn't something that can be forced with false praise and pats on the back.
It's a delicate balance of difficult conversations, recognition, and meaningful work. By implementing these 3 steps, you'll be well on your way to re-energising your team and achieving success together.
You got this.
What question would you like me to break down next week?
Peace,
H