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How to motivate employees: Key factors, strategies, and examples

By Elle Holder

12 min read

Not everyone has a green thumb or even cares about plants and gardening. But I’d bet that everyone knows what happens to a plant that’s never watered — it doesn’t flourish. In fact, it will eventually die. 

So, if you’ve got any questions or doubts on how to motivate employees, remember the plants. Motivation is just like water — it will help your employees flourish by impacting their productivity, job satisfaction, and their overall performance.

Employees who are motivated are more likely to be engaged, committed, and even willing to go the extra mile for their managers and the organization as a whole. The contrast? Stop watering or motivating your employees and they’ll begin to wilt. Their morale decreases, the quality of their work will drop, and you’ll face higher turnover rates.

This article will introduce employee motivation in a bit more depth, discuss several factors that influence it, strategies on how to motivate your employees, case studies of real companies that have successfully motivated their employees, challenges you may face, and finally how to measure and evaluate employee motivation.

Let’s begin.

Table of contents

Understanding employee motivation Key factors influencing employee motivation Strategies for motivating employees Case studies of successful employee motivation Overcoming challenges in employee motivation Measure and evaluate employee motivation Conclusion

Understanding employee motivation

Employee motivation has been described as the internal drive and enthusiasm that employees bring to their work, and it encompasses several factors that drive them to optimal performance. At its core, it refers to the internal and external forces that influence an employee’s willingness, enthusiasm, and their level of persistence when it comes to pursuing organizational goals and objectives.

Definition of employee motivation

Employee motivation is a complex psychological process that drives an employee’s behavior towards achieving work-related goals. It includes both intrinsic (internal) and extrinsic (external) factors that encourage employee engagement, commitment, and satisfaction.

The role of motivation in employee performance

If you’re wondering how to motivate employees — or if you should even bother — consider this. Motivated employees are more likely to demonstrate higher levels of job satisfaction, engagement, and productivity. They’ll typically exhibit greater initiative, creativity, and problem-solving abilities, all things that will lead to improved performance outcomes and organizational effectiveness. On the flip side, motivated employees are less likely to be repeatedly absent and they’re less likely to quit.

Common misconceptions about employee motivation

Unfortunately, employee motivation is often understood or oversimplified. Instead of digging deep into the complexities of how to motivate employees, some employers believe that motivation depends solely on monetary rewards or incentives. And although extrinsic rewards can influence behavior in the short term, if you want sustainable motivation , it will require a deeper understanding of your employees’ intrinsic needs, values, and goals.

Another misconception is the assumption that all employees are motivated by the same thing. In reality, motivation is highly individual and is influenced by personal experiences, preferences, and perceptions. With that in mind, an effective motivation strategy should be tailored to address the diverse needs and motivations of individual employees within your organization.

Bring your people together

Key factors influencing employee motivation.

Employee motivation is influenced by several factors that shape an individual’s attitude, behavior, and ultimately their performance in the workplace. Understanding these factors will help create a motivating work environment that maximizes employee engagement and productivity. 

Here are six key factors that can significantly influence employee motivation:

Feeling that work matters : Employees are motivated when they understand the significance of their contributions to your organization’s goals and overall mission. When their work is meaningful and aligned with their own set of values, they feel a sense of purpose and fulfillment.

Recognition and rewards : Acknowledging an employee’s efforts and achievements through rewards, praise, or incentives will boost morale and reinforce positive behavior. Recognition can come in various forms, including verbal appreciation — sometimes a simple thank you is enough — monetary bonuses, or opportunities for advancement.

Opportunities for growth and development: Some employees will be motivated when they have opportunities to learn new skills, take on challenging projects, and or advance their careers within your organization. Investing in training, mentorship programs, and career advancement pathways can demonstrate a commitment to your employees’ professional development and foster a culture of continuous learning.

Work-life balance : Maintaining a healthy balance between work responsibilities and personal life is important for an employee’s well-being and motivation. If you can offer flexible work arrangements, such as remote work opportunities, flexible scheduling, or even generous time off policies, this helps to enable employees to manage their work commitments while giving them time to attend to personal priorities and obligations.

Effective communication and feedback : Clear, transparent communication and regular feedback are essential if you want to develop trust, collaboration, and engagement among your employees. Providing constructive feedback helps employees understand your expectations and identifies areas for improvement. Additionally, your employees will feel valued and supported in their roles.

Positive work environment : A positive work environment is characterized by trust, respect, and camaraderie, all of which enhances employee morale and motivation. Cultivating a culture of inclusivity, teamwork, and open communication leads to a sense of belonging and commitment among your employees, driving higher levels of engagement and performance .

Strategies for motivating employees

If you want a high-performing and engaged workforce, you need to motivate your employees. Fortunately, employers can implement various strategies to inspire and incentivize employees to perform at their best.

Let’s address five effective strategies on how to motivate employees:

Set clear expectations and goals : Clearly defining roles, responsibilities, and performance expectations will help your employees understand what’s expected of them and provides a roadmap to their success. Clear goals give an employee a sense of direction and purpose, motivating them to strive for achievement.

Provide regular feedback and coaching : Regular feedback and coaching sessions create an opportunity for managers to recognize an employee’s strengths, address areas for improvement, and provide guidance on how to excel in their roles. Constructive feedback will help employees track their progress, stay motivated, and continuously improve their performance.

Encourage employee autonomy and empowerment : Empowering employees to make decisions and take initiative leads to a sense of ownership and accountability. When you give employees autonomy over their work processes and projects it enables them to leverage their skills and creativity, leading to increased motivation and engagement.

Create a culture of appreciation and recognition : If you want to boost morale and motivation , you need to recognize and appreciate their efforts and contributions. Simple gestures such as verbal praise, handwritten notes, or employee recognition programs can go a long way in showing your employees that their work is valued and appreciated.

Offer opportunities for skill advancement and career advancement : Provide employees with opportunities for learning, skill development, and career advancement, as this demonstrates a commitment to their professional growth and success. Offer training programs, mentorship opportunities, and career development paths — this encourages them to invest in their development and stay motivated.

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Find out how high-performing teams keep everyone connected, motivated and doing their best work

Case studies of successful employee motivation

Wondering how other companies motivate their employees? Here are three examples:

Example 1: Google’s employee recognition program

Google is known for its innovative and comprehensive employee recognition programs . Most recently, one notable initiative is their peer-to-peer recognition program called Googler-to-Googler (g2g).

Employees are encouraged to nominate their colleagues for demonstrating outstanding work or for embodying Google’s values. Recognized employees receive rewards, such as monetary bonuses or personalized gifts, and their achievements are celebrated publicly within the organization. This program leads to a culture of appreciation and collaboration, motivating employees to strive for excellence and recognize each other’s contributions.

Example 2: Microsoft’s employee development initiatives

Microsoft invests heavily in employee development through a variety of initiatives, including extensive training programs, mentorship opportunities, and career development resources. The company offers access to online learning platforms, internal training sessions, and professional certification programs to help employees enhance their skills in advance their careers.

Additionally, Microsoft encourages employees to participate in cross-functional projects and rotational assignments to gain diverse experiences and expand their expertise. These development opportunities empower employees to take ownership of their career growth and build a culture of motivation and engagement.

Example 3: HubSpot’s flexible work arrangements

HubSpot, a leading provider of inbound marketing and sales software, prioritizes flexibility and work-life balance for its employees. They’ve built a hybrid company that allows for three flexible work options — at home, at the office, or flexible.

Employees have the freedom to manage their work schedules and locations based on their personal preferences and responsibilities. HubSpot also promotes a results-oriented culture, with a focus on outcomes rather than hours worked. This approach empowers employees to achieve work-life integration, leading to higher job satisfaction, lower stress levels, and increased productivity.

Overcoming challenges in employee motivation

A discussion on how to motivate employees wouldn’t be complete without also addressing its challenges. Employee motivation can face several challenges, ranging from individual issues to more systemic obstacles. However, if you want to maintain a motivated and engaged work force, these challenges must be overcome.

Here are four key challenges to employee motivation and strategies on how to address them: 

• Deal with demotivated employees:
• Identify the root causes of their motivation, such as a lack of recognition, unclear expectations, or limited opportunities for growth
• Provide individualized support and coaching to help employees rediscover their sense of purpose and reignite their passion for their work
• Create a supportive work environment where your employees feel valued, heard, and empowered to voice their concerns and seek solutions
• Address burnout and stress:
• Promote a work-life balance by encouraging your employees to take regular breaks, set boundaries, and prioritize self-care
• Implement stress management programs and resources, such as mindfulness sessions, wellness workshops, and provide access to mental health support services where needed
• Review workload distribution and make sure that tasks are allocated appropriately, as this will prevent burnout and overload
• Create a culture of open communication and psychological safety that allows employees to feel comfortable when they discuss what’s stressing them or look for help when needed
• Manage conflicts and foster teamwork:
• Be proactive when it comes to addressing conflicts in interpersonal issues by means of constructive dialogue, mediation, and conflict resolution techniques
• Facilitate teambuilding activities, workshops, and training sessions to help strengthen communication, collaboration, and trust among team members
• Clarify roles, responsibilities, and expectations to minimize misunderstandings and promote accountability within your team
• Encourage a culture of mutual respect, empathy, and appreciation for your team’s diverse perspectives as this will create a cohesive and inclusive team dynamic
• Sustain motivation in remote or virtual teams:
• Establish clear communication channels and guidelines to help facilitate collaboration and interaction among your remote team members
• Provide virtual team building activities, social events, and online forums to help promote engagement and camaraderie
• Make full use of technology and digital tools to help streamline remote work processes

Measure and evaluate employee motivation

If you want to understand the effectiveness of your motivation strategies and identify areas for improvement within your organization, then it is important to assess their motivation. 

Here are three methods you can use to measure and evaluate employee motivation:

Key metrics for assessing employee motivation:

• Employee engagement scores : Measure the level of emotional commitment and enthusiasm your employees have toward their work and your organization. You can do this through regular surveys or pulse checks.
• Turnover rates : Monitor the rate at which your employees leave the organization, as high turnover rates may indicate underlying issues with employee motivation, job satisfaction , or organizational culture.
• Performance metrics : Track individual and team performance indicators, such as productivity, quality of work, and achievement of goals.
• Absenteeism in attendance records : Keep track of how often your employees are absent. Attendance patterns often engage employee motivation and job satisfaction levels.

Conduct employee surveys and feedback sessions:

• Employee satisfaction surveys : Conduct periodic surveys to gather feedback from your employees on various aspects of their work experience, including their job satisfaction, motivation levels and their perception of your organizational culture.
• One-on-one check-ins : Schedule regular check-in meetings between managers and employees to discuss individual goals, challenges, and any areas for improvement. You can use the sessions to provide feedback, offer support, and/or address any concerns that are related to motivation and engagement.
• Focus groups : Organize focus group discussions with cross-functional teams or departments to dig deeper into any specific issues that may be affecting employee motivation, and then brainstorm potential solutions.
• Anonymous feedback mechanisms : Set up anonymous feedback channels, such as suggestion boxes or online surveys. This will encourage candid feedback from any employees who may be hesitant to voice their concerns openly.

Analyze performance and engagement data:

• Performance reviews : Regularly review employee performance data to assess the impact of motivation on individual and team performance. Identify any trends, patterns, and areas for improvement based on the outcomes of your performance reviews.
• Engagement surveys : Analyze data from employee engagement surveys to identify trends, areas of strength, and any areas that require attention.
• Use technology : Implement HR analytics tools and software platforms to help gather, analyze, and visualize employee data that’s related to motivation, engagement, and performance. Then use these insights to inform your decision-making and as a driver in your continuous improvement initiatives.

Conclusion 

So what can you learn from our discussion on how to motivate employees? We’ve explored various aspects of employee motivation, including what it is, how it’s influenced, how to foster it, how to overcome challenges, and even several methods for measuring and evaluating it.

In a bit more detail, this included:

• Make sure your employees are motivated through rewards and recognition, opportunities for growth and development, work-life balance, and more.
• There are several strategies you can use to motivate your employees, including setting clear goals, providing regular feedback and coaching, encouraging autonomy and empowerment, and creating a culture of appreciation.
• Some challenges to expect include demotivated employees, burnout and stress, and conflict.
• Measure and evaluate motivation with key metrics such as employee engagement scores, turnover rates, performance metrics, and even absenteeism and attendance records.

Why should you invest in employee motivation? It’s essential for the success of your organization and for employee well-being, since motivated employees are more productive, engaged, and committed to achieving organizational goals. Ultimately, organizations that prioritize employee motivation are better positioned to thrive in today’s competitive business landscape.

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Employee engagement presentations: The all-in-one guide

Everything you need to know about employee engagement presentations, from creating a strategy to measuring results.

Raja Bothra

Building presentations

Hey there, fellow presentation enthusiast!

In this comprehensive guide, we'll explore what employee engagement truly means, the critical distinction between employee satisfaction and engagement, where the power of effective communication meets the art of boosting morale and productivity. and how to structure presentations that leave a lasting impact.

So, let's dive in, shall we?

What is employee engagement?

Employee engagement goes beyond mere satisfaction. It's about creating a workplace where your team is not just content but deeply invested in their roles and the company's success.

Employee engagement means fostering an environment where every team member feels valued, motivated, and connected to the organization's mission. It's like the heartbeat of your company, driving performance, innovation, and loyalty.

Employee satisfaction vs. employee engagement

Now, let's clear the fog around a common misconception – employee satisfaction vs. employee engagement. While satisfaction is a component of engagement, it doesn't tell the whole story.

Employee satisfaction is akin to a momentary contentment, like a smiley face sticker on a report card. It reflects how employees feel about their current circumstances. On the other hand, employee engagement is about long-term commitment, like a dedicated student who actively participates in class and takes on extra assignments.

Remember, engaged employees are your company's biggest cheerleaders, while satisfied employees might be merely along for the ride.

How to structure an effective employee engagement presentation

Creating a compelling employee engagement presentation requires more than just slapping together some slides. It's an art, and here's how you can master it:

• Start with a bang : Just like a captivating movie, your presentation needs an attention-grabbing beginning. Share a surprising statistic about employee engagement to pique interest right from the start.
• Tell a story : The best presentations are like gripping stories. Weave a narrative that showcases the journey from disengagement to enthusiastic participation.
• Use templates wisely : Templates are your secret weapon for crafting visually stunning presentations. There are a variety of employee engagement PowerPoint templates that can save you time and make your slides pop. When using a template, remember to customize it to align with your company's brand. A fully editable PowerPoint template can be a game-changer.
• Engage with visuals : Incorporate images that capture the essence of your message. Remember the saying, "A picture is worth a thousand words." An image slide can convey emotions that words alone cannot.
• Inject some humor (naturally) : Laughter can be a great icebreaker. If it fits your presentation's tone, adding a funny image or anecdote can lighten the mood. Just don't force it; humor should flow naturally.
• Encourage interaction : Use slides to encourage audience participation. Incorporate questions, polls, or brainstorming sessions. PowerPoint slides can be interactive and foster engagement.
• Highlight key statistics : Employee engagement key statistics can be a powerful tool. Create a slide that showcases the impact of engagement on company performance. Let the numbers do the talking.
• Share success stories : Incorporate real examples of how employee engagement initiatives have led to positive outcomes. A presentation PowerPoint example can illustrate the path to success.

Do’s and don'ts of an employee engagement presentation

Now that we've covered the essentials, let's talk about the do's and don'ts of crafting an impactful employee engagement presentation:

Do's :

• Incorporate slide showcases to visually present key points.
• Use templates that are compatible with Google Slides for versatility.
• Foster work relationships by emphasizing teamwork and collaboration.
• Reward employees for their contributions and applaud their improvement ideas.
• Create in-house mentorship programs to pair employees with growth opportunities.
• Hold training sessions to equip employees with the tools they need.

Don'ts :

• Overload your slides with text; keep them visually appealing.
• Use jargon that may alienate your audience.
• Rush through your presentation; take time to engage with your audience.
• Neglect the importance of work culture in employee engagement.
• Assume that engagement is a one-size-fits-all solution.

Summarizing key takeaways

In conclusion, employee engagement is not a mere buzzword; it's the life force of a thriving organization. Crafting an effective employee engagement presentation involves storytelling, visuals, and a deep understanding of your audience.

Remember, PowerPoint templates, presentation graphics, and slide templates are your allies in this journey. Use them wisely to create visually stunning and engaging presentations that leave a lasting impact.

In the end, remember that engaged employees are the driving force behind a company's success. It's not just about creating presentations; it's about creating a workplace where every team member feels valued, motivated, and part of a winning team.

1. What are some key elements to include in an employee engagement presentation?

In an employee engagement presentation (ppt), it's crucial to incorporate several key elements for maximum impact. First, consider using PowerPoint presentation slides, PowerPoint templates, to create visually engaging content. These visual aids can help increase employee engagement by making the information more digestible. Additionally, you can use this template to save time and ensure your presentation is both professional and visually appealing. Furthermore, consider including photos snapped when people weren't watching to add a personal touch and authenticity to your presentation. Remember, a friendly "good job" can go a long way in boosting morale and enhancing your company's performance.

2. How can I encourage employee engagement activities using a presentation?

To encourage employee engagement activities (employee engagement activities ppt) through a presentation, it's essential to create a compelling and interactive experience. Use business slides to outline the importance of these activities and how they contribute to the overall well-being of the team. Your slide can present a call to action, urging employees to participate actively. For instance, you can use slide shows to encourage charity or incorporate training sessions related to these activities. Remember that incorporating photos of your team engaged in these activities, whether it's themed office days or team-building events, can serve as powerful visual reinforcement of your message.

3. How can I effectively onboard new employees through a presentation?

Onboarding new employees is an important part of the onboarding process for any organization. To achieve this, consider creating a presentation that guides new hires through the initial stages of their journey with your company. A strategic planning analysis should be an integral part of this presentation, outlining the company's goals and vision. Use PowerPoint templates to maintain a consistent visual identity, and incorporate photos of your team to help newcomers feel welcome. Additionally, you can employ effective group learning sessions for all employees, including new hires, to foster connections and provide valuable information. This approach ensures that the onboarding process is not just about having someone answer some really important questions but also about creating a sense of belonging.

4. How can I boost employee morale and creativity using presentations?

Boosting employee morale and creativity is essential for a thriving workplace. Consider using presentations to applaud the amazing improvement ideas that no one initially thought of. Recognize and celebrate the contributions of your team, and highlight the value of innovation. Pairing employees with well-defined internal growth paths is another effective strategy. Use visual presentations to showcase success stories, group photos, and even funny photos to create a positive and engaging work culture. Frame them around the office to constantly remind your team of their achievements and the organization's commitment to fostering creativity.

5. Can pre-designed presentation templates help improve employee engagement?

Certainly! Pre-designed presentation templates can be a valuable resource in improving employee engagement. These templates often feature flat designs and complete decks that are not only visually appealing but also highly informative. When you use these templates, you save time and ensure a consistent and professional look for your presentations. This can positively impact job satisfaction among your employees, as they will appreciate the effort put into creating engaging and visually pleasing materials. So, don't hesitate to explore pre-designed templates to help you create impactful presentations that resonate with your team and boost overall engagement.

Create your employee engagement presentation with Prezent

Why start from scratch when you can utilize Prezent's extensive library of employee engagement presentation templates? With Prezent, you can save time, ensure brand consistency, and create personalized presentations that resonate with your team.

Engage your employees, boost morale, and increase productivity with Prezent. It's more than just a tool; it's a cultural element that can transform your workplace into a hub of innovation and collaboration.

So, go ahead, personalize your own company gift card to reward your team, encourage innovation, and foster relationships between employees and their managers. With Prezent, the possibilities are endless.

With Prezent by your side, you're on the path to creating a workplace that thrives on engagement, innovation, and excellence.

Signup for our Free Trial or a book a Demo today with Prezent!

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The vast majority of changes in our lives are driven by something, many times it is we ourselves who look for the necessary motivation to do so, or we help others to find their own! If this is your case and you want to support others to find their own internal motivation, this template is perfect for you. With its infographics you will be able to clearly explain the steps to follow through pyramids, graphs, tables, etc.

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Employee motivation and why it’s so important.

15 min read Employee motivation is critical for your overall company performance. When your people are motivated, your organization is more likely to succeed in a competitive world. But how can you identify the ambitions of your people? Find out in this guide.

Employee motivation is the amount of energy, dedication, and creativity that employees bring to work every day. When employees are motivated, they’re more likely to bring their best selves to work and achieve great things.

In this article, we’re going to cover the fundamentals of employee motivation — how it benefits organizations and what to do to cultivate it – and how it goes hand in hand with employee engagement.

What is employee motivation?

Employee motivation goes beyond how engaged your employees are. Employee motivation is the enthusiasm, energy, and drive your employees bring to their work every day.

We all know that active, committed, engaged and innovative employees can make a greater contribution to a company than tired, unimaginative, unengaged and unmotivated ones.

Of course, not all engaged employees are highly motivated, and some motivated employees are disengaged. Not all employees believe in the organization’s values or mission.

It’s these employees that organizations must focus on to boost employee motivation and drive business performance.

Free eBook: 2024 employee experience trends report

How are employee motivation and engagement linked?

Motivation explains:

• Why a person does something
• How they get started
• How they maintain momentum
• How they achieve their goals

While this sounds simple, it’s difficult for a human resources team to pin down as a single metric as people are motivated by different things.

Employee engagement is how much discretionary effort an employee gives to help their organization achieve its goals. It’s demonstrated by how employees think, feel, and act, as well as the emotional connection employees feel towards their organization, their work, and their team.

Motivation and engagement are inextricably linked. Without an effective employee engagement strategy, you would struggle to nurture teams that feel motivated to perform their best work. Engagement and motivation are complementary driving forces that initiate, drive and maintain goal-focused behaviors.

There are two kinds of motivation:

Extrinsic motivation : Employees are driven by external factors that are controlled by other people, such as team dynamics, camaraderie, pay rate, other benefits, and deadlines. Extrinsic rewards include a bonus for going the extra mile to achieve the company’s goals, or — on the other hand — a penalty for missing a deadline.

Intrinsic motivation: This is more often tied to engagement. Employees are driven by their psychological desire to do meaningful work with their fellow humans, and do it well. Intrinsic rewards include helping their team perform the best, contributing to business success, or making a difference in the community or the world.

Why is employee motivation and engagement important?

When you think about motivated employees, you probably picture a team of focused workers, who are willing to take on tasks, complete them competently and quickly, and have the energy left to tackle some more.

A motivated team will produce quality work, in a timely fashion, and will want to remain with your organization doing a job they enjoy.

Conversely, when you think of employees with low motivation, you probably picture sluggish individuals who are working slower and with less care. They may be avoiding tasks, distracting others, and quiet quitting .

An unmotivated team may produce substandard work, turn up late, and may be more likely to quit your organization for a more engaging work environment.

Highly motivated employees have a significant impact on business performance, and positively impact business outcomes. They contribute to 21% greater profitability and those teams who score in the top 20% for engagement realize a 41% reduction in absenteeism, and 59% less attrition.

What’s the return on investment (ROI) of motivated and engaged employees?

Source: Aberdeen Group

When employees work in a positive work environment, there are many benefits, financial and otherwise, that lead to a company’s success. For example, when employees are motivated and engaged, organizations experience:

Higher productivity

Motivated, engaged employees work more productively. And when employees feel they are working productively, this improves employee commitment and long term employee retention .

Less absenteeism

Absenteeism costs a company money. Motivated and engaged employees who want to come to work each day are less inclined to ‘take a sickie’ unless they are truly unwell. A way to improve employee engagement and motivation is to take care of your people’s well-being and workloads so that they do not become overworked and unmotivated. When employees are engaged and motivated, absenteeism is reduced by 41% .

Greater profitability

Research from Gallup shows that highly engaged and motivated teams show 23% greater profitability than those that don’t. Engaged and motivated employees show up every day with passion, purpose, and energy.

Higher employee retention

You’ve attracted top talent , you need to keep hold of them. When you motivate employees with extrinsic rewards and engage them with intrinsic rewards, they will likely want to stay with your organization and progress as high as they can. It’s far cheaper to retain great employees than recruit new ones.

Easier recruitment

Keep your HR professionals happy by having top talent come knocking on your door for a job. When a company gets a good reputation as a motivated workplace it will attract energetic employees whose individual efforts will benefit everyone.

Strong brand reputation

Engaged, productive, motivated employees are your best brand ambassadors . They positively influence both customer and employee relations, two factors that are essential for achieving brand equity.

How to improve employee motivation

If you’re looking to increase employee motivation, and you truly want to meet the diverse and complex needs of employees, you actually need to go beyond the KPI of engagement. You need to look at different elements of employee experience holistically from the basics of relationship to a sense of belonging. After all, we know that engaged employees can feel like they don’t belong, and that high performing employees might be looking to leave.

1. Enhance your people experience

Organizations around the world are starting to understand that to build the workforce of the future — one with high employee morale and more value-driven and flexible than ever — they have to take people’s circumstances into consideration.

This is people experience. It’s an approach that moves even beyond employee experience. Not only does it ensure that the workforce is motivated and engaged (both at work and home), but it also strengthens brand perception .

When you use frameworks like our EX25 methodology for your people analytics, it becomes much easier to identify and analyze the drivers of engagement at scale. EX25 leverages years of client research and global validation studies to deliver a proven, holistic approach to measuring and optimizing the people experience.

Employee engagement goes hand in hand with other important EX outcomes:

• How an individual employee’s experience of work measures up to their expectations
• Intent to stay (which captures whether engagement is sustainable)

Rather than looking at engagement as a single metric, it adds new dimensions and measurements, such as inclusion and well-being, as well as the 25 most-impactful drivers for these KPIs, which include trust, safety, respect and work-life balance:

You can read more about the 25 drivers of employee engagement and how to use them here .

2. Build great manager-team relationships

This is probably the area where you can make the most impact to motivate employees.  Leaders and managers who are seen as dependable, fair, honest and genuinely caring by direct reports and each team member can help drive employee engagement through interpersonal trust. Through regular surveys, our Manager Assist gives managers insights to improve employees’ experiences, to help them know how employees are doing in the moment across the most impactful engagement KPIs:  well-being, inclusion, expectations vs. experiences and intent to stay.

3. Cultivate a culture of belonging

A positive, inclusive company culture is extremely important for a motivated workplace where everybody feels valued and part of the team. And belonging has emerged as the top employee experience driver linked to employee engagement , well-being , and employee motivation. Belonging not only meets your employees’ social needs, it also inspires their work and drives better business results.

4. Develop a workplace that’s diverse, equitable, and inclusive

Working with people of different races, colors, religions, sexes, national origins, ages, disabilities, and genetic information generates huge motivation in the workplace. It brings a wide variety of skills and experiences to group projects within a company to create a culture of work motivation that drives success.

5. Encourage teamwork (with a little competition thrown in)

Teamwork is the key to employee motivation. Cohesive, highly motivated teams where everybody plans, shares ideas, and solves problems are essential to achieve company goals.

6. Enable flexibility

When people have better work-life balance, they’re much more likely to go above and beyond for their organizations. According to our EX Trends 2023 research report , 63% of the respondents who rated their work-life balance highly said they were also willing to go above-and-beyond for the organizations. Whereas of those who rated their work-life balance poorly, only 29% of respondents said the same.

That’s not all — when employees have a good work-life balance, they’re 1.2x more likely to have higher well-being scores, as well as:

• 28% more likely to have their expectations exceeded at work
• 23% more likely to have higher engagement scores
• 20% more likely to feel included
• 18% more likely to continue working for their current employer for 3+ years
• 16% less likely to be at risk of burnout

7. Implement employee recognition

The number one driver of motivation in the long term is being shown appreciation for hard work . According to research, 90% of HR professionals agreed that an effective reward and recognition program helps drive business results. There are various ways you can recognize and appreciate your employees. We’ll show you how in this extensive guide.

8. Empower your employees

‘Being the best you can be’ can range from wanting to be CEO to aspiring to be the friendliest sales assistant on the shop floor. So whatever your employees’ ambitions, they’ll feel motivated to achieve them when they’re empowered to do so. You can help facilitate this by:

Giving employees autonomy

Trust your people to do their jobs without constantly checking in on them. Good managers let their team get on with the job, but are there for support if necessary.

Setting objectives with individual employees

When managers take the time to get to know their direct reports and set objectives personally with each one, that is motivating, and likely to inspire a high level of commitment and energy to the task. Give them the freedom to do the job their way, too.

Providing regular training programs

Employees are motivated by learning new things, whether technical skills for their tasks, or extra life skills training. Offering training also demonstrates to employees that management is dedicated to investing in their people, which is also motivating.

Encouraging creativity and innovation

When employees cannot express their creative ways, they get bored and unmotivated. Encourage everyone to contribute ideas when developing new products, services, logos, or branding — being heard is key to employee satisfaction.

Developing career paths

One of the biggest motivational factors for an employee is having an ambition and seeing a clear career advancement path to it. Everyone feels motivated when they have a career goal, and management must encourage ambitious employees to grow and develop with the company.

Feedback is the key to drive employee motivation and engagement

As we’ve seen above, in this competitive world, it’s essential to have an engaged, motivated workforce who are having the best people experience you can offer. And we’ve talked about the practical things you can do to improve employee motivation and engagement.

To keep your engagement program on track, you’ll need more than the annual engagement survey to listen to your employees. You can ask for employee feedback in many different ways, but one of the most effective ways to capture and act on feedback is through a continuous listening and feedback solution .

Listen to your employees across their the whole lifecycle so you can really understand experience gaps when it matters:

Qualtrics® People Engage® gives you access to tools that enable you to create and quickly distribute high-quality surveys to capture employee motivations and needs. You have:

• Engagement surveys
• Pulse surveys
• One-on-one surveys
• And much more

Predictive analytics and real-time dashboards let you measure trends and identify issues before they become problems. You’ll also be able to identify what your employees find motivating and engaging, and the obstacles holding them back from achieving their full potential.

2024 employee experience trends report

Related resources

Company culture 19 min read, people analytics 27 min read, organizational structure for ex 23 min read, frontline workers 14 min read, people intelligence 12 min read, workforce planning 13 min read, employee turnover cost 11 min read, request demo.

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What Really Motivates You at Work?

• Carrie Ott-Holland

To get the recognition that matters most to you, start by identifying exactly what that looks like.

When we work hard, we generally expect our efforts to be recognized by our employer. And most employers will do just that — showering someone with praise at a company meeting, taking a team to a nice dinner, or quietly delivering a cash bonus. But sometimes an employer’s broader recognition strategy does not align with what its individual workers want and need. Some workers may be incentivized by more paid time off, while others may appreciate a gift card to a local shop. And some workers may be motivated by monetary rewards, while others hope to be assigned the role of team lead on the next high-stakes project. In this article, the author offers five practical techniques you can start using today to increase the likelihood of getting the rewards and recognition you value most.

Most of us want to feel rewarded and recognized for a job well done. And most employers want to incentivize their workers to perform well and stay engaged. While these two things should align, employers unfortunately don’t always get it right. A team dinner can be a fun culmination of a group project, or it can feel like a frustrating stand-in if you were hoping for a monetary reward. On the flip side, a cash bonus quietly appearing in your inbox may feel strange if you expected public recognition for a heroic work accomplishment. Yet some people would rather call in sick than stand in front of their colleagues to receive an award.

• Carrie Ott-Holland works as principal people analyst at Klaviyo. She has worked in people analytics and talent management in the tech industry for the past decade and is an organizational psychologist by training.

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Chapter 7 Motivating Employee Performance

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Motivation Motivation : involves a conscious decision to perform one or more activities with greater effort than one performs other activities competing.

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Institute for Organization Management - A Program of the U.S. Chamber of Commerce

May 16, 2024

A Guide to Employee Motivation: Cultivating a Hive of Inspired Workers with the CAMP Model

Only 1 in 4 employees strongly agree they feel connected to their culture and only 1 in 3 strongly agree that they belong at their organization.  What’s more, the pandemic has only created more disenfranchisement between employees and their work.  The millennial and Gen Z generations are notorious for only heightening the speed and frequency of job hopping.

Does it have to be this way? Not necessarily.

No one likes the volatility or uncertainty of changing jobs.  People, millennials and Gen Z included, change jobs because they are not having their needs met, not because they like change and disruption.

At the end of the day, we need to make sure our staff members and employees are happy.  Our employees or x-employees are leaving because they are not motivated to stay.

Quick exercise : on a piece of paper put a large T in the middle.  On the left side, write down 5 things at your job that motivate you. On the right side write down 5 things that demotivate you.

Frederick Herzberg, father of motivation theory, would point out that your items on the de-motivate side (right) are often based on the job environment (the external things we can rarely change).  However, the items on your motivator side (left) are based on job content and enrichment (things we can control or work with our employer to change).

Extrinsic motivation is done for the sake of some external outcome (pay, bonus, etc.). However, intrinsic motivation is defined as performing an action or behavior because you enjoy the activity itself.

As leaders, during this volatile uncertain and complex time in the workforce, we must focus on intrinsic motivation to keep and save our staff.

We work (especially those with salaries and careers) because of our intrinsic motivations.  And, if we don’t work for those reasons, we are constantly de-motivated, dissatisfied and hopping from one job to another. However, we’d rather not.  We’d rather be happy and well-paid (which really means well-valued) at our current job.

So, how can we weave intrinsic motivations into our workplace community and culture?  It must be a long, complicated, and amorphous process, right?

No, again!  We can actually break down intrinsic motivations into an easy to remember process that we can use every day!

Deborah Mackin and I designed this hybrid model of analysis when we wrote Survival of the Hive: 7 Leadership Lessons from a Beehive back in 2013.

In Survival of the Hive, Zync, our queen bee-in-waiting, is in the process of learning the leadership lessons when she asks, “But how do you build that passion and yearning for excellence in the bees?” The characters then work together to formulate a new model of engagement and motivation.

CAMP is an acronym that stands for the main components of the model. Think of each letter and description through the lens of “if this doesn’t exist or is in short supply, do my people tend to not be motivated.”

C stands for Competency: How well does the staff person know what they are doing in their various roles?  This is all about how smart does one feel in their current job. If someone feels like they are smart, intelligent, well-equipped to handle their job they tend to be more motivated.  In the book (and in real life), bees stay a while in the hive when they’re first born in order to learn and grow in a very incubated state. The bee then moves through various roles before it’s ever allowed out of the hive. Through its various roles (house bee, scout, forager) the bee is building its competency and confidence to accomplish the task appropriately.

• How to help your employees: Building the C in your employees can look like providing additional education opportunities, trips to conferences, cross-functional team membership, executive coaching and creating a development plan.

A stands for Autonomy : A staff person’s motivation is also based on their ability to make decisions.  Equally, they have to know that you, the boss, trusts them to make those decisions.  This is about gradual independence (think a teenager learning how to drive) in order to have the staff person feel like they have the freedom (and therefore motivation) to make educated decisions.  In the hive each bee is free to roam over the hive, sealing any honey cap that hasn’t been sealed, sending an A-Alarm or R-Alarm if danger is present, and communicating directly with the Queen if needed.  There is great autonomy with every bee in order for everyone to share the workload.

• How to help your employees: Building the A in your employees can look like providing them the freedom when to come into work or go to lunch, hybrid work models, facilitating a meeting, and understanding the Include Engage Empowerment model.

M stands for Meaningfulness. : Employees who are proud of their organizations are more likely to engage. Meaningfulness is two-fold. A motivated person must know the meaning they provide to the organization and equally, they must feel that their organization benefits the world around them.  I remember suggesting to a banker once who was struggling to keep tellers around to have some of the tellers join their best mortgage loan officers when a new couple was going through the signing portion of their first house.  The tellers need to understand that every little transaction leads up to big purchases and starting a life.  They have a role in that new family’s purchase of a home – that’s meaningful! The bees must know what their roles are in the larger mission of the hive – its long-term survival.  Likewise, the bees must also be aware of their own meaningfulness to the whole organization.  “You matter. This wouldn’t work without your help,” is a great place for you to start with your staff.

• How to help your employees: Building the M in your employees can look like hosting more strategic retreats, mission/vision seminars, encouraging employees to sit on nonprofit boards outside of work, providing mentorship with senior leadership.

P stands for progress: People get energized by accomplishing things that move their job, organization, career, and life forward.  Sometimes it may be little baby steps of progress (allowed to run a meeting, being named to a committee, a text from the boss on a Friday night saying, “Great job!”) and other times it may be a large like a title change or a promotion. Bees also get energized when they cap honey cells, start on a new ‘super’ or survive a winter.

• How to help your employees: Building the P in your employees can look like assisting them in goal setting, recognition of milestones and pausing to be mindful around wins and celebrations.

As leaders (whether that be of a team, group, department, or organization) we must put each of our staff members through this formula and decide where each one is and what they might need from us.  A new employee or one given a new project needs a lot of competency building and feelings of meaningfulness/belonging, whereas an older employee may need more autonomy and a sense of progress. 

You know your staff best:

• Where do you see an opportunity to connect with them and engage them more through the CAMP model?
• Think of two different levels of employees/staff that report to you, where do they stand in the CAMP model?
• What type of adaptive, empathetic coaching could you provide to lead your team to be more motivated?

Matt, a graduate of Institute and current faculty member, is the founder of Harrington Brands and a seasoned leadership consultant. With over a decade of experience, he advocates for empowering individuals, teams, and communities. As an author, speaker, and executive director of a 400-member Chamber of Commerce, Matt offers keen insights into leadership and community development. He believes success hinges on having the right leaders leveraging their talents to communicate vision and create outstanding results.

Notable clients include Keurig, MASS Mutual, New Hampshire Automobile Dealers Association, National Ski Area Association, State University of New York, USDA, and Western Carolina University, among others.

Matt writes weekly on the intersection between leadership, community and humanity over on his website: www.harringtonbrands.com

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Motivation challenges: the manager's role in workplace motivation.

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Dr. Alex Jones , Ph.D. in Leadership. CEO of National Leadership Association. Corporate Trainer, Speaker, and Coach. Author of DISLEADERSHIP.

Among global professionals today, 70% lack motivation and energy and are disengaged in the workplace.

The million-dollar question that comes in from executives across organizations around the world now is "How do I engage and motivate my employees?"

The answer to that is not as simple as we think. Yet, at the same time, it is not complicated to answer.

Every person has a motive for what makes them come to work and why they have to go to work that is driven by personal or professional aspirations.

We all need to realize that motivation is the key to the success of any organization. Hence, measuring it is important.

Many factors may affect motivation, and at the foundation of it is studying human behavior in the workplace. We are going to learn the basic principles of motivation in this article.

What are the myths of motivation?

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There are two major myths of motivation that organizations need to pay attention to:

Myth 1: Motivation is just energy.

Some organizations, leaders and managers have the misconception that motivation is just getting out the energy in people. This is somewhat true, yet it is not the complete picture. It is more about the level of quality that you will get your associates to perform at—potentially at a capacity of beyond a hundred percent. You as a manager and a leader are responsible for the drive that gets people to want to come to work. You carry the same amount of responsibility when the opposite is true and your people are lacking motivation.

Myth 2: Motivation is one-size-fits-all.

Once again, some managers and leaders in organizations think that employees are not motivated. They also think that doing one thing only will motivate the whole team. That’s a myth that has no truth to any extent. The reality is that motivation is not one-size-fits-all.

Most employees are motivated but need the factor of inspiration: the inspiration to come to work and a reason behind spending any amount of effort at the workplace.

What are the major types of motivation?

There are two primary types of motivation: positive and negative motivation.

Type 1: Positive Motivation

Positive motivation is a productive force brought to work by those individuals who enjoy socializing, doing something after work and engaging with people. The major drive of such individuals is socializing and doing anything that excites them at work and outside of it. They like to be set free to do what they like and avoid what they dislike.

Type 2: Negative Motivation

Negative motivation is a counterproductive force brought by negative people who carry the baggage of negativity with them. They bring toxic behavior anywhere they go. They thrive on toxicity in the workplace. They enjoy making hurdles for others, and they make sure they are creating roadblocks toward any progress. Yet these individuals have the potential to grow.

How can managers and leaders differentiate between positive and negative motivation in their employees?

The two are making a balance at work. The balance is driven by increasing productive motivation and decreasing counterproductive motivation.

When constructing teams within departments or across organizations, take extra measures to make sure assembling a healthy team is the main goal.

We are hardwired as individuals to connect with others. Studies have found that our brains operate at a higher capacity when we are surrounded by healthy groups. The opposite is also true: Our brains cannot function at full capacity when surrounded by toxic environments and people.

When put in a group, top performers are often dragged down by low performers. That’s because the latter creates a toxic and negative environment. Hence, the low performers tend to impact the top performers' energy, drive and attitude. This impacts overall motivation and engagement in the workplace.

What are the factors of motivation?

There are two main factors of motivation:

Factor one is pleasure. In this factor, there are two components: ambition and accountability. Pleasure brings along with it a window of opportunity: People who are highly self-driven and self-motivated see every task as an opportunity to grow and thrive.

Factor two is pain, and one component of this factor is avoiding risk. Pain brings along with it the power of noticing what might go wrong upon implementation. People who focus on the avoidance of pain as a motivator are good at minimizing risks in organizations. They are driven by the inner motivation of wanting to protect and preserve what they have at the current moment.

We are hardwired to have a balance of both positive and negative motivation. Yet one is often tipping the scale higher than the other. The important thing to notice is that what works with one factor is not necessarily going to work with another. The pleasure factor has certain types of associated employees and approaches. The same is true for the pain factor.

As mentioned, the application of any method or approach comes from understanding human behavior in the workplace. Managers have a responsibility to oversee this.

Who carries the responsibility for generating workplace motivation?

Organizations have the responsibility of hiring for motivational fit. A can-do job attitude does not necessarily mean the person will (or must) be constantly motivated.

Most decisions to hire individuals are formed in the emotional side of the brain. Many of us tend to decide whether or not to hire someone within three to five minutes. Mostly, it is based on liking the individual.

The core of the issue is investing in our people. Organizations, leaders and managers have the responsibility of developing and training talents. The more they do so, the better results will be toward achieving organizational goals. Training, developing and investing in your team means organizational growth. Make it a main goal in your organization today.

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Ways To Motivate Employees Powerpoint Presentation Slides

Talk about the categories of employee value proposition such as opportunity, rewards, work, people, organization, etc. with the aid of our content ready Ways To Motivate Employees PowerPoint Presentation Slides. Create a friendly work environment and encourage employee achievements using this professionally designed employee value proposition PPT slideshow. Reward recognition and positive communication is the key to employee motivation. Take the assistance of the visually appealing employee motivation PowerPoint complete deck to create a career path and encourage friendly competition for your employees. The methods of staff motivation PowerPoint complete deck contains ready to use twenty-one PPT slides that will help you to focus on employee growth, management development, ongoing employee recognition and so on. You can also use the topic-specific employee satisfaction techniques PPT graphics to attract and retain talent sufficiently. Thus, download the eye-catching and informative work motivation PowerPoint presentation to create a strong people brand. Our Ways To Motivate Employees Powerpoint Presentation Slides keep you calm and controlled. They ensure you don't fly off the handle.

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The Ways To Motivate Employees Powerpoint Presentation comprises of a total of twentyone slides with creative visuals and well-researched content. Not just this, our PowerPoint professionals have crafted this deck with appropriate diagrams, layouts, icons, graphs, charts and more. This content ready presentation deck is fully editable. Change the color, text con, and font size. You can also modify the content as per your needs. The templates are compatible with Google Slides so it can be easily accessible. It can be saved into various file formats like PDF, JPG. And PNG. It is available in both standard and widescreen formats.

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Slide 1 : This slide introduces Ways to Motivate Employees. State Your Company Name and begin. Slide 2 : This slide shows Employee Value Proposition Components as- Rewards & Benefits, Employment Brand, Recruiting Strategy, Corporate Brand, Employment Feedback. Slide 3 : This slide presents Employee Value Proposition Categories as- Opportunity, Rewards, Work, People, Organization. Slide 4 : This slide displays Employee Value Proposition Canvas describing- Work Life, Compensation & Benefits, Professional Development, Recognition & Rewards, Culture. Slide 5 : This slide represents Employee Value Proposition Template with categories as- Compensation, Benefits, Career, Work Environment, Culture. Slide 6 : This slide showcases Employee Value Proposition Framework describing- People, Work, Opportunity, Reward, Organization. Slide 7 : This slide shows Employee Value Proposition Template 2 describing- Career, Culture, Work Environment, Compensation, Benefits. Slide 8 : This is another template for Employee Value Proposition. Slide 9 : This slide reminds about 10 minutes coffee break. Slide 10 : This slide displays Way To Motivate Employees Icons. Slide 11 : This slide is titled as additional slide for moving forward. Slide 12 : This is About Us slide to show company specifications etc. Slide 13 : This is Our Team slide with names and designation. Slide 14 : This is a Financial slide. Show your finance related stuff here. Slide 15 : This is Our Mission slide with related imagery and text. Slide 16 : This is a Silhouettes slide to show people specific information etc. Slide 17 : This is Our Target slide. State your targets here. Slide 18 : This is a Puzzle slide with text boxes to show information. Slide 19 : This slide shows Clustered Bar chart with two products comparison. Slide 20 : This slide displays Stacked Area chart with two products comparison. Slide 21 : This is a Thank You slide with address, contact numbers and email address.

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Ratings and Reviews

by Miller Rogers

December 30, 2021

by Christoper Chavez

by Daniel Mcdonald

How Dollar General's troubles have snowballed into cluttered aisles and stores forced to close by fire marshals

• Dollar General workers say their hours have been cut, creating a mess of merchandise at stores.
• A shortage of person power makes it tough to unpack new merchandise and update inventory.
• Dollar General has grown to over 19,000 stores and is often the only retailer in some small towns.

Editors note: This story was originally published in May 2023. 

It was Christmas in May in the back room of a Michigan Dollar General last year.

Two metal carts of Christmas toys leftover from the previous holiday season sat in the store's back room well into 2022. The plan, according to one employee who works at the store, was to hold the inventory there for a year until the next holiday season came around. "We're almost used as an extension of the warehouse," an employee at the store said.

Current and former employees who spoke to Insider say clutter at Dollar General stores has gotten worse over the last few years. They've said staffing issues, including cut hours and poor wages, are at least partially to blame because employees must choose between helping customers and stocking shelves. 

At locations from Louisiana to Maine, stacks of unpacked candy, toilet paper, barbeque sauce, and pet food have attracted attention from local fire marshals, who have ordered some stores to close when the clutter blocks exits or access to fire extinguishers, Insider previously reported . 

The clutter is one of the reasons that the Department of Labor labeled Dollar General a "severe violator" in March. The chain has racked up more than $15 million in fines from the Occupational Safety and Health Administration and is in early talks with the federal government over a settlement, The New York Times reported in March.

A spokesperson for Dollar General said: "Our goal is to provide stores with the resources they need, including the appropriate labor budgets, to support our expectations of a clean, well-stocked shopping environment as well as excellent customer service."

Insider spoke with four current and two former Dollar General employees. They declined to be identified by name in this article for fear of professional consequences. Their identities are known to Insider.

Dollar General has reduced worker hours at many stores, leaving employees to choose between helping customers and stocking shelves

An employee in Michigan said the hour cuts started about a year ago. Another in the Midwest said their store cut their hours, along with others' at their store and in their district, at the start of 2023. 

"For most people, it takes away needed hours and needed money," the employee told Insider. And those lost hours leave Dollar General stores understaffed and cultured, the employee added.

Some stores have a single employee on duty for several hours at a time, according to three of the employees who spoke to Insider. 

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"The morning shift is always the worst, because you spend the entire morning as the only person in the store," the Michigan employee told Insider. "I can't get any truck done," the employee said, referring to inventory that has been unloaded from a truck but still needs to be unpacked. 

Most employees that Insider spoke with said that their stores simply don't have the person power to unpack the rolltainers — the framed metal containers filled with inventory — that arrive each week. 

"The small back rooms are of course a problem, but they would be much less of an issue if stores were allotted enough hours to have employees stock trucks when they come in," one former employee, who worked at a store in Arizona for several years until last year, said.

Every other week, store managers have to update an internal Dollar General system with counts of each item that they have on hand, so that the company knows what's out of stock and what to send in future deliveries, the former Arizona employee said. But items not on the shelves aren't always counted, employees said. This can lead to more inventory being shipped to the stores when it's not needed. 

"But if the store is a mess or there isn't enough time, then system numbers become wrong," the former employee said. That can lead to stores getting more bottled water and pet food even when their storage rooms or aisles might already be full of those things.

The risks of being the only employee on duty extend beyond fire hazards. The stores are frequent targets for robberies, some of which have been deadly, CNN and ProPublica reported in 2020. In January, a Dollar General clerk was charged with manslaughter after police said he shot and killed an armed robber . The clerk said it was the sixth attempted armed robbery at that store since August.

Cashiers and sales associates at Dollar General generally make a dollar or two above minimum wage

Walmart this month raised the minimum wage for employees at its stores to $14 an hour, while Home Depot said in February that it would raise its starting wages to $15 an hour.  

Dollar General has made investments in training and new jobs over the last few years, including $100 million it announced in March to add more hours for employees.

But multiple employees that Insider spoke with said that Dollar General stores often lose employees to similar retail employers, such as McDonald's, that offer higher wages and more hours.

Cashiers and sales associates at the store generally make a dollar or two above minimum wage, an employee told Insider. As the minimum wage in some states has gone up, new employees frequently join at a higher hourly rate than workers who have been there for years.

"Somebody brought on today is brought on at what I hired at last year," an employee in the Midwest said. The fire marshal has closed their store four times due to excess inventory. When the more established employees see that, "they will generally quit" for a better-paying job, the employee added. "Then, I have to start recruiting again."

Despite the problems on the ground, Dollar General continues to earn positive feedback from analysts on Wall Street. 

The chain's outlook, from its plan to open its 20,000th store this year to its expansion into new products and services, such as banking and healthcare, earned its stock a "buy" rating last month from Corey Tarlowe, an analyst at Jefferies.

That clutter might keep some consumers away, but in many areas, Dollar General is the only choice for essential food items and home goods.

"If they can't get it at a Dollar General or the gas station, people go without it," the employee in the Midwest said. 

Do you work or shop at a Dollar General store or have a story to share? Reach out to Alex Bitter at [email protected]   or via the encrypted messaging app Signal at (808) 854-4501 .

Watch: Dollar stores may seem like an easy way to save money, but here's why you may be tempted to spend more

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