Keeping People Motivated (When You Can’t Give Them a Raise)
- Deborah Ann Martin
- 7 days ago
- 4 min read
Being a supervisor would be easier if you could throw money at every problem. But most of us don’t control the purse strings. That means keeping people motivated without the one thing everyone wants more of—a bigger paycheck.
It’s hard. But it’s not impossible.
In this chapter, I’ll show you how to keep morale high and turnover low when raises, bonuses, and promotions aren’t available. These ideas come from real experience across different industries—from Navy ships to government offices to car finance companies.
Because when you can’t give more money, you give more meaning.
People Want to Feel Valued
Motivation isn’t one-size-fits-all. You have to get to know your people.
I’ve supervised college-educated folks who were told to chip and paint a Navy ship. That job used their backs, not their brains. They hated it. And I got it—if you’ve studied hard, you want to use what you know, not scrape rust.
So we turned it into a challenge: each group had a work zone. Whoever lost the day’s progress bought the others a soda. That small competition turned frustration into fun. It didn’t cost much. But it made the work more bearable.
Motivation starts with understanding what people need to feel human in their role.
Keeping People Motivated When You Can’t Offer Raises
You might not be able to change salaries, but you can absolutely change how people feel about showing up to work. Keeping people motivated is about connection, recognition, and trust—not compensation.
Here’s what you can do right now:
1. The Snack Drawer
People love to feel cared for. I’ve kept snacks in my drawer—granola bars, chips, mints—for those long days or missed breakfasts. It says: “I see you. I got you.”
2. The Card Box
I always keep a box of blank and occasion-specific cards:
Birthday
Get well
Sympathy
Congratulations
Thank-you notes
It takes two minutes to write one. But it creates a lasting impact. People feel seen.
3. Surprise Treat Days
Every once in a while, I’ll grab donuts, pizza, or a favorite bakery item and leave it in the break room with no explanation. They walk in and smile. That smile goes further than you think—especially in tough weeks.
Use What You Can Control
Sure, you can’t hand out raises. But here’s what you can do:
Nominate People for Awards
Write-ups for Employee of the Month. Peer recognition programs. Special mentions in team meetings.
These cost nothing but have value because they’re earned praise.
Public Praise
Start meetings by calling out a win someone had last week. Thank someone publicly for helping a customer or training a new hire.
Make it real. Make it specific.
Private Gratitude
Sometimes a one-on-one thank-you means more than a loud one. Especially for introverts or behind-the-scenes team members.
The Psychology of Motivation
According to the American Psychological Association, employees are more motivated when they:
Feel connected to a purpose
Feel competent in their role
Feel a sense of autonomy or trust(Source: APA’s “Work and Well-being” studies)
That means you don’t need cash. You need clarity, trust, and belonging.
The Society for Human Resource Management (SHRM) agrees. Their 2023 Employee Benefits report found that feeling appreciated was one of the top non-monetary factors in job satisfaction.
Motivation is more about meaning than money.
Real Example: A Spin-the-Wheel Incentive
At a car finance company I worked for, we had a spin-the-wheel game for employees who hit their quotas.
Prizes were small:
$5 coffee card
Bag of candy
Casual dress pass
Early clock-out voucher
But people were excited. It wasn’t about the value. It was about the moment of celebration and the feeling of being rewarded.
That’s what people remember.
From Navy Ships to Office Halls
Across all my jobs, here’s the common truth: People stay where they feel respected.
They stay where:
Their boss knows their birthday
Their extra effort is seen
Their ideas are heard
They don’t feel invisible
You don’t need a budget for that. You just need to show up, pay attention, and care.
Quick Wins: Motivation Without Money
Here’s a cheat sheet of ideas you can use right now:
Action | Cost | Why It Works |
Handwritten thank-you note | $0.50 | Feels personal and genuine |
Friday snack jar | $5/week | Adds joy to the end of the week |
Team wins whiteboard | Free | Visual recognition, everyone sees |
“Shout-out” in team chat or meeting | Free | Builds morale and appreciation |
Let them teach others | Free | Shows trust and validates their skills |
Ask for their input | Free | Gives them voice and influence |
Group lunch hour for milestone | $10–$20 | Celebrates success collectively |
Birthday or work anniversary card | $1–$2 | Reminds them they matter |
When Motivation Feels Impossible
Let’s be real. Some weeks are tough. Deadlines, setbacks, personal issues—it’s hard to stay positive when everything feels heavy.
That’s when your team needs emotional leadership.
Be the calm voice in chaos.
Be the reminder that they matter.
Be the boss who says, “I know it’s hard—but I believe in you.”
Even if you don’t have gift cards or bonuses to hand out, your belief in them is fuel.
Not Everyone Stays—and That’s Okay
Sometimes, even with all your effort, people move on. That’s life.
But when they leave saying, “That was the best boss I ever had,” you’ve won.
And often, they come back. Or they refer others. Or they remember how they felt working for you.
People don’t always remember the paycheck. But they remember how you made them feel.
Need Support Keeping Your Team Motivated?
You don’t have to lead alone.
Use Neighbor Chat to ask how other supervisors are boosting morale without big budgets
Join our Motivation Toolbox Group to trade ideas and success stories
Try Next Step Coaching if you’re ready to build a full reward system without raising costs
Let’s keep your team moving forward—one thank-you, one donut, and one kind word at a time.
References
American Psychological Association. Work and Well-Being Survey Results. https://www.apa.org/news/press/releases/work-well-being
SHRM. 2023 Employee Benefits Report. https://www.shrm.org
Gallup. State of the Global Workplace Report (2023). https://www.gallup.com
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