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4 strategies to motivate employees post-COVID

Comment motiver ses salariés post-COVID


How to motivate employees post-COVID? Retaining talents to improve company performance? Individual consideration, a sense of belonging to the company, a good remote work policy, and overall salary fairness are all avenues to explore. Here’s an explanation.

Following the COVID-19 pandemic, employees and managers need to find their footing again. Work is making a comeback. Many projects that were put on hold during lockdown are resurfacing. Business activity is picking up, and there’s a backlog of work to address. Many employees have left the company. Teams have been working under pressure. There has been economic unemployment, illnesses, and absences. Work couldn’t always be fully absorbed.

The market has been profoundly shaken.

How can we motivate employees post-COVID? Because a motivated employee is a happy employee and, consequently, more productive. Employee motivation has direct effects on company performance. Prioritizing workplace well-being should be a priority. Everyone stands to benefit.

So, how can we motivate employees? How can we find retention factors to keep talents and enhance company achievements? Here are some strategies.


Individual Consideration

To feel motivated post-COVID, employees need individual consideration. They want to feel their manager’s attention – personalized attention. Because the needs of employees within a company vary from person to person. An early-career employee will have different needs than someone more advanced.

How to motivate employees through individual consideration?

As a manager, consider implementing “cafeteria plans.” A cafeteria plan offers employees a personalized compensation package without increasing salary costs. Part of the salary is flexible. The employee selects preferences from a list of benefits determined by the company:

  • Extra vacation days
  • Pension savings
  • Company car

Your employee customizes their package based on their preferences and thus feels a strong individual consideration tailored to their needs. Meanwhile, your company positions itself as an attractive employer in the job market.


Sense of Belonging

During the COVID-19 pandemic, employees worked in isolation. The sense of belonging to the company sometimes faded. Hence the importance of reinstating a strong company culture.

How to motivate employees through a strong company culture?

  • Organize team-building activities to bond your teams
  • Set up workgroups (task forces) that discuss employee needs
  • Involve employees in decision-making

Take a comprehensive look at everyone’s needs. This can be done through surveys or face-to-face discussions. You can also conduct a quarterly study to understand your employees’ mindset.

Questions to ask your employees:

  • How’s the return to work going?
  • Where are you at today?
  • How do you envision things moving forward?
  • What do you need at the moment?

These questions will allow you to probe everyone’s deep needs.


Remote Work Policy

With the easing of restrictions, some companies have decided to bring all employees back to the office. People are leaving. They no longer want to stay in companies that don’t offer an appealing remote work policy. Having a minimum of 2 days of remote work is now the norm. Companies that don’t offer this will demotivate their teams. They won’t retain their staff in the long run.

How to motivate employees through a good remote work policy?

Start by trusting. Previously, if an employee was at the office from 9 am to 5 pm, it was assumed their work would be done. The manager saw them with their own eyes, sitting at their desk. Today, management is clearly moving towards goal-oriented management. For a given role, think about the elements that would indicate the job is done. The idea is to work on the job description and list everything that needs to be done with your employee.

Also, consider implementing flexible hours to motivate your employees. With this remote work policy, the employee has the option, if they wish, to take a break at 3:30 pm to pick up their children from school or go for a 30-minute walk in the forest during lunchtime. The job is done. The employee is happy. Everyone wins.



Salaries are on the rise at the moment. Competition in the market is strong. Some managers believe that salary directly impacts team motivation. This isn’t entirely true.

Studies show that salary alone isn’t a sufficient motivational lever. A good salary can justify choosing a job. However, it doesn’t guarantee day-to-day well-being.

On the other hand, overall salary fairness has an impact on employee motivation. An employee who realizes their colleagues earn twice their salary sees this difference as a lack of recognition or injustice. The salary can then become a source of discomfort at work and directly impact employee motivation and talent retention.

How to motivate employees through compensation?

To avoid frustrations, listen to your employee when they complain or perceive injustice regarding their salary. Then, analyze the salary level offered within your company. Finally, conduct a small benchmark to see where your company stands in the market. If necessary, make adjustments.


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