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When it comes to building a thriving team, there’s one ingredient that’s absolutely non-negotiable: employee motivation. You can have the best strategy, the fanciest tools, and a stunning office playlist (shoutout to whoever controls the Sonos), but if your team isn't motivated, things are going to stall….fast.
That’s where managers come in. They're on the front lines of workplace morale. They're the ones checking in during the Monday slump, unpicking the tricky Slack threads, and keeping everyone on track when deadlines loom. But even the most seasoned managers need a bit of help - especially when it comes to keeping their teams energised and engaged.
So the question is: are we giving managers the right tools to truly support their people? Because when we do, the payoff is huge. We’re talking higher retention, better performance, improved company culture, and yes - happier humans at work.
Let’s break it down.
Why motivation matters (and why managers often struggle with it)
Employee motivation isn’t just about productivity metrics. It’s about how people feel at work - whether they’re inspired, whether they care, and whether they believe their efforts actually matter.
And for managers, nurturing that feeling can be a tough gig. They’re juggling performance reviews, project deadlines, team dynamics, and let’s not forget - often their own stress. Add in the complexity of hybrid working, and you’ve got a cocktail of potential disconnection.
Many managers want to support their teams more proactively, but aren’t always sure how. They need practical, human-focused tools that allow them to motivate individuals without turning to awkward ice-breaker sessions or generic one-size-fits-all initiatives.
Which brings us to…
Tool #1: A wellbeing allowance that actually makes a difference
Let's face it - wellbeing at work has gone beyond free fruit and discount gym memberships. Modern employees are looking for something more meaningful, more flexible, and (dare we say it) a bit more fun.
That’s where something like a wellbeing allowance comes in. At Juno, employees are given the responsibility to take care of their own wellbeing in the way that best works for them - whether that’s therapy sessions, travel, or even paddleboard yoga. The idea is simple: give people the freedom to take care of their own wellbeing in a way that suits them.
For managers, this is a game-changer. Instead of guessing what might help their team feel better, they can confidently offer support that’s both personal and impactful. No more blanket wellbeing policies that leave half the team rolling their eyes.
A wellbeing allowance also sends a clear message: "We trust you to look after yourself." That kind of autonomy is deeply motivating. It empowers employees to take control of their own energy and mental health - while reminding them that their employer gets it.
Tool #2: A modern approach to rewards and recognition
There’s a reason why rewards and recognition has become a bit of a buzz phrase in HR circles lately. It’s because people want to feel seen. They want their hard work acknowledged - not just during annual reviews, but in real time, by the people who actually see them working.
Enter Shoutouts. This is where managers (and peers!) can give recognition in a way that’s timely, specific, and crucially, not cringe.
We’re talking thoughtful shoutouts that live in Slack, public recognition that feels organic, and a culture of appreciation that builds over time. No more awkward “employee of the month” photos in the break room. This is recognition that fits seamlessly into the flow of modern work.
For managers, tools like this take the pressure off. They no longer have to remember to send that thank-you email or schedule a catch-up just to say “nice job”. Instead, recognition becomes a natural part of the team’s communication.
And when rewards and recognition are embedded into daily interactions, something magical happens: motivation soars. People start going the extra mile, not because they have to - but because they feel connected, appreciated, and part of something that matters.
The ripple effect on company culture
Now, here’s the part HR folks love: when you give managers the right tools, the benefits don’t just stop with the individual team. They ripple outward, shaping the wider company culture in all the best ways.
Suddenly, wellbeing isn’t a tick-box initiative - it’s something employees feel in their day-to-day experience. Recognition isn’t sporadic or forced - it’s embedded in how people communicate. And motivation? It’s no longer dependent on inspirational posters in the kitchen. It’s coming from real, human connection.
The best part? This approach doesn’t require a massive restructure or an HR task force. It’s about giving managers tools they’ll actually use - tools that make their jobs easier, their teams happier, and their 1:1s far more productive.
A quick checklist for HR teams
If you're an HR professional wondering how to better equip your managers, here's a simple checklist to consider:
- Are managers empowered to support employee wellbeing in a meaningful way?
- Do managers have easy access to real-time recognition tools?
- Is rewards and recognition part of your everyday culture—not just your annual awards?
- Are your people clear on how their efforts tie into the bigger picture?
- Do managers feel supported in having regular, human-centric check-ins—not just performance reviews?
If you answered “no” to any of the above, it might be time to explore new tools and approaches.
Final thoughts: Motivation is everyone’s job - but managers need backup
At the end of the day, employee motivation isn’t just an HR initiative or a manager's pet project. It’s a collective effort. But for that effort to work, we have to equip the people closest to the action—our managers—with the right tools.
Whether it’s offering a flexible wellbeing allowance or making it easier to give meaningful rewards and recognition, small shifts can have a big impact. Because when employees feel valued, supported, and motivated, they don’t just survive at work - they thrive.
So, let’s stop asking managers to do it all alone. Let’s give them the backup they need - and watch how our company culture transforms as a result.
Ready to give your managers the tools they need?
Explore Juno to see how we’re helping teams across the globe boost motivation, recognition, and wellbeing - one thoughtful tool at a time.