What Inspires Employees to Perform Better: The Secret of Their “Why”

• Why “Why” Matters
  • Common Mistakes Companies Make
• Lessons from Simon Sinek and Napoleon Hill
• How to Strengthen the Link Between Values and Recognition
  • An Effective System in Action
• A Practical Guide for HR Managers
• Why It Matters

Why do employees lose motivation? Often, the answer isn’t about salaries or working conditions—it lies in the absence of meaning and a lack of understanding of how their work connects to larger goals.

Simon Sinek, in his book “Start with Why”, states:
“When people know why they are doing something, they find the energy for great achievements.”

This article explores how embracing the philosophy of “why” can transform a company’s culture, highlights common mistakes to avoid, and provides actionable steps to create an environment where employees feel genuinely inspired.

Why “Why” Matters

Employees who see meaning in their work are more productive, experience less burnout, and are more likely to propose innovative ideas. According to McKinsey, 63% of employees whose personal goals align with their company’s objectives demonstrate high engagement.

Common Mistakes Companies Make

1. Generic recognition. Sending identical thank-you emails like “Thanks for your work!” often feels hollow if they don’t mention specific achievements.
2. Reliance on financial rewards. Monetary compensation without personalization demotivates those who value training, flexibility, or public acknowledgment more.
3. Silence from leadership. When employees’ achievements go unnoticed, even top performers may start considering other opportunities.

Lessons from Simon Sinek and Napoleon Hill

1. Explain the “why.”
   

   Sinek writes:
   “People don’t want to work for a task; they want to work for meaning.”

   Example: If an employee is responsible for data management, show how their work helps clients make faster, more accurate decisions. This builds awareness and connection to broader company goals.

2. Create small wins.
   

   Napoleon Hill, in “Think and Grow Rich”, emphasizes:
   “Every great achievement begins with desire and a first step.”

   Break large projects into phases and celebrate each milestone. This fosters a sense of progress and strengthens motivation.

3. Recognition through values.
   Sinek highlights that recognition becomes a powerful tool only when it is meaningful. Reward employees not just for completing tasks but for embodying the company’s core values, such as initiative or teamwork.

How to Strengthen the Link Between Values and Recognition

A recognition system should be transparent, fair, and personalized. But how can this be achieved in practice?

An Effective System in Action

One company implemented a system where employees could recognize colleagues for demonstrating the company’s values: innovation, leadership, or teamwork. These awards weren’t tied solely to financial bonuses. Employees could choose how to use their earned “points”—for training programs, corporate events, or personal perks.

Systems like AlbiCoins make this process seamless and effective. The platform enables:

• Linking awards to the company’s key values.
• Making every employee’s contribution visible through a transparent recognition system.
• Allowing employees to decide how to use their rewards—for education, wellness, hobbies, or even charity.

This approach not only rewards employees but also reinforces corporate values, making them a part of everyday work life.

A Practical Guide for HR Managers

1. Assess the current state.
   Ask employees: “Do you feel your contributions are noticed?” and “How do you see the connection between your tasks and the company’s goals?”
2. Define core values.
   Collaborate with leaders and employees to identify 3-5 fundamental principles that should shape your corporate culture.
3. Create a system for public recognition.
   Ensure employees know why they are being recognized. Tie recognition to specific examples of behavior and achievements.
4. Personalize motivation.
   Understand the different priorities of employees: some value learning, others flexibility, and some financial rewards. Tools like AlbiCoins can help automate the process while maintaining transparency and adaptability.
5. Measure engagement.
   Conduct regular surveys and analyze data to understand what’s working and what needs improvement.

Why It Matters

Motivating employees isn’t a one-time action—it’s a long-term process that requires attention and a strategic approach. The philosophy of “why,” combined with real actions and a transparent recognition system, helps create a culture where employees work not just for a paycheck but because they see meaning in their work.

When a company’s values become more than just words and instead part of daily operations, employees start to feel their importance. Let every reward reflect what truly matters to your company—and your employees will feel inspired to keep moving forward.

References:

1. Sinek, S. (2009). Start with Why: How Great Leaders Inspire Everyone to Take Action. Penguin Group.
2. Hill, N. (1937). Think and Grow Rich. The Ralston Society.
3. Deci, E. L., & Ryan, R. M. (2000). “The ‘What’ and ‘Why’ of Goal Pursuits: Human Needs and the Self-Determination of Behavior.” Psychological Inquiry, 11(4), 227-268.
4. Kahn, W. A. (1990). “Psychological Conditions of Personal Engagement and Disengagement at Work.” Academy of Management Journal, 33(4), 692-724.
5. Gagné, M., & Deci, E. L. (2005). “Self-Determination Theory and Work Motivation.” Journal of Organizational Behavior, 26(4), 331-362.