These blog posts take an interesting question that I was asked in my daily Live Q&A Podcasts on Facebook and give it another look. To listen to the entire Q&A, check out the podcast version on iTunes or Soundcloud for free access anywhere, or on my Facebook Page.

The Question: “How do you motivate employees when they are under paid and don't get enough hours?”

A lot of motivation isn’t monetary, but these other motivators get put in the spotlight when you are in an environment where people objectively don’t make what they should and/or are overburdened with work. While these three areas I’m going to highlight are vital when money is a demotivator, you’ll notice that they aren’t exclusive to that environment, and in fact are things EVERY leader should be utilizing regularly.

So if your team isn’t compensated for their work like they should be, focus on three areas:

1) Purpose – I draw comparisons to people who volunteer. They don’t do it for the money, they do it for the purpose. So why is what the organization does important? Why is what the employee does important? How does what they do affect the purpose? How is it improving the lives of the customer? Get in touch with these things yourself, then start talking about them more in the work environment. When people do important work, they feel important, and that’s a huge motivator and driver of employee satisfaction.

2) Fun – The business case for fun in the workplace has been laid out in almost every single study that has looked at it. But not only are people who have fun at work more likely to stay in their role, they are also more productive to boot. I recommend instituting a 5-minute team building game once a week (you can Google dozens of them), have dress up days, post a (clean) joke of the day, and above all, model the behavior by smiling and having fun yourself. It doesn’t take much time at all and has a HUGE impact on employee satisfaction and motivation.

3) Engagement – There are two things that are routinely at the top of any study on why employees leave companies: Micromanagement & Managers Who Don’t Listen. While micromanagement is beyond the scope of this post, listening is certainly not. When people feel that their voices are heard, when they see you taking action on their suggestions, they are going to feel a greater sense of ownership. And ownership is a HUGE motivator for everyone (let alone all of the excellent information you’re likely to receive from this engagement yourself).

When there isn’t a lot of money going around, there are still plenty of ways to keep the team motivated, and the three techniques above are the most important and will have the highest impact for youTo ask me questions on leadership or management, e-mail me at cm@cameronmorrissey.com, and I would love to have you subscribe to the "Mentor Minutes Podcast" on iTunes or Soundcloud. I know it’ll be something that makes leadership easier for you.