Motivating employees on a budget

17.02.2010

Founded in 2002, Opus Energy has grown from a start up company to become the UK’s leading independent business energy supplier over the last eight years. Key to its success has been the commitment and enthusiasm of its employees.

Here are some top tips from Opus Energy’s HR Manager, Rebecca Knape, for motivating the troops on a budget:

Communicate effectively

An intranet can be maintained at minimal cost. Use it to update everyone on company progress, news and events so that everyone feels connected. Create an inclusive environment through regular company update meetings where any excellent work can be recognised in front of the wider company.

Set personal as well as business challenges

Encourage employees to step outside their comfort zone in a non-business environment. The ‘Opus Challenge’ programme gives everyone access to organised events such as a sponsored walks and charity fun days. Last year, two Opus Energy employees ran the New York Marathon to raise money for the Cynthia Spencer Hospice, a local Northampton charity. By choosing a local charity we enabled our employees to make a difference that was close to home and strengthen ties within the community.

Keep up some healthy competition

Setting team and individual targets helps align output with the strategic business’ objectives, but this can also be an opportunity to reward employees for good work. You can use small gestures such as awarding a box of chocolates or a bottle of wine, but you should also think creatively – some of our team leaders give ‘2 hours off’ vouchers.

Invest time in before tax schemes

Different incentives and benefits are attractive to, and motivate different individuals. Companies of any size can sign up for before tax benefit schemes such as the ‘cycle to work’ or ‘childcare voucher’ schemes. These require a time rather than financial investment from your company.

Be flexible

To keep happy staff over the long term provide a flexible working environment that can accommodate the changing interests of your employees. 48% of Opus Energy’s long serving employees are in a different role today than when they first joined. This allows employees to develop their career path within Opus Energy, without feeling frustrated by rigid job limitations and looking for a new role outside of the company.

Give employees control over their own destiny

Employees should feel that they have control over their career development. Show them that the company will support their development as far as their want to go – the result will be better trained, more motivated and loyal employees.

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