Career planning
4 effective ways to motivate employees who aren’t seeking promotion
4 effective ways to motivate employees who aren’t seeking promotion
5 minutes
When someone in your team loves their job and performs well, but isn’t interested in career progression, the key is to maintain their motivation! It all lies in giving them fulfilment in their current role without pushing for traditional advancement.
Here are four ways you can support and engage them:
1
Highlight their impact
Regularly show them the value of their work or the impact their work is having. When they see how their contributions positively impact customers, improve processes, or drive team success, they gain a stronger sense of purpose. As leadership researcher David Burkus
says, people “find meaning in doing work that benefits others.” This sense of purpose enhances their engagement and satisfaction.
2
Offer new challenges within the same role
Look for new challenges that already exist in your team. Without requiring a change in title or responsibilities, provide opportunities for them to solve new challenges, lead projects, or handle varied tasks. This might include special projects or committees where they can apply their skills in new ways, maintaining their interest without a change in title.
These projects allow individuals to apply their skills in new ways, fostering a sense of accomplishment and growth without necessitating a formal change in title or responsibilities.
These projects allow individuals to apply their skills in new ways, fostering a sense of accomplishment and growth without necessitating a formal change in title or responsibilities.
3
Assign a buddy or mentor role
Encourage them to mentor or be a buddy for a new team member. Acting as a buddy lets them share their expertise and insights without formal development. This also gives them the opportunity to view processes through fresh eyes, often leading to subtle skill-building without feeling pressured.
Studies show that taking on a mentorship or buddy role offers multiple benefits for both the mentor and mentee. In particular, mentoring can enhance engagement and retention by up to 50%, as noted by the Association for Talent Development.
Studies show that taking on a mentorship or buddy role offers multiple benefits for both the mentor and mentee. In particular, mentoring can enhance engagement and retention by up to 50%, as noted by the Association for Talent Development.
4
Offer Autonomy and Ownership
Workplace autonomy gives employees the freedom to decide how and when to complete their work in ways that suit them. It recognises that each person may work differently, trusting that everyone will still meet what’s expected of them.
Ownership goes a step further by emphasising responsibility for the outcome of a project or task. By allowing team members greater ownership over projects and decision-making, they can build trust, increase self-confidence, and take pride in their work.
Together, autonomy allows flexibility in approach, while ownership promotes accountability for results. Both contribute to engagement but in distinct ways—autonomy offers choice, and ownership offers commitment.
Ownership goes a step further by emphasising responsibility for the outcome of a project or task. By allowing team members greater ownership over projects and decision-making, they can build trust, increase self-confidence, and take pride in their work.
Together, autonomy allows flexibility in approach, while ownership promotes accountability for results. Both contribute to engagement but in distinct ways—autonomy offers choice, and ownership offers commitment.
Overall, make sure your team member feels valued and respected for their contributions. Recognition, whether through shoutouts in meetings, awards, or tangible rewards, reinforces that their current work is appreciated without pressuring them to climb the ladder.
These approaches let them apply their skills and stay engaged without the pressure of formal career progression, supporting both their satisfaction and the team’s growth.
Sources
Burkus, D. (2022, February). How to keep high performers motivated. David Burkus. https://davidburkus.com/2022/02/how-to-keep-high-performers-motivated/
Corrigan, J. (2022, July 7). Mentorship leads to employee retention. HRD America. https://www.hcamag.com/us/specialization/employee-engagement/mentorship-leads-to-employee-retention/412253
by
Hellomonday