For small and medium-sized businesses (SMBs), people are the most valuable resource. When your team is energized, engaged, and aligned, productivity increases, creativity flows, and customer experiences improve. But unlike larger corporations with deep pockets for perks and bonuses, SMBs often need to find smarter, more sustainable ways to keep motivation high.
The good news? Science shows that true motivation is less about flashy incentives and more about creating the right environment for people to thrive.
1. Understanding motivation: Intrinsic vs. extrinsic
Motivation can be split into two broad types:
- Extrinsic motivation: Driven by external rewards like bonuses, promotions, or recognition.
- Intrinsic motivation: Powered by personal satisfaction, purpose, and the joy of doing the work itself.
While extrinsic motivators can spark short-term boosts, research consistently shows that intrinsic motivation leads to deeper engagement and long-term performance. For SMBs, that’s a big advantage—you can foster intrinsic drivers without a massive budget.
2. The role of autonomy, mastery, and purpose
Psychologists Edward Deci and Richard Ryan’s Self-Determination Theory points to three critical factors for motivation:
- Autonomy – Giving employees freedom to decide how they do their work.
- Mastery – Helping people grow and improve their skills.
- Purpose – Connecting daily tasks to something bigger and meaningful.
SMB application: Instead of micromanaging, set clear goals and give your team space to figure out their best approach. Offer learning opportunities—like micro-courses or mentorship—and regularly connect tasks to the company’s mission and customer impact.
3. The energy-motivation loop
Motivation isn’t just about mindset—it’s also tied to physical and mental energy. Studies on workplace well-being show that movement, social connection, and variety in tasks can recharge people’s mental batteries.
Practical SMB ideas:
- Build in short walking or stretching breaks.
- Host “lunch and learn” sessions for both learning and bonding.
- Rotate responsibilities periodically to keep work fresh.
4. Recognition that actually works
Recognition is a powerful motivator, but generic praise like “Good job” quickly loses its impact. Neuroscience tells us that specific, timely feedback activates reward pathways in the brain, reinforcing positive behavior.
Better approach:
- Call out exactly what someone did well and how it impacted the team or customer.
- Celebrate small wins regularly, not just the big milestones.
- Make peer-to-peer recognition part of your culture—motivation is contagious.
5. Connecting to a bigger picture
One of the strongest motivators is knowing your work matters. In SMBs, it’s easier to connect every employee’s contribution directly to the company’s success and customer outcomes.
For example, in Motitech’s journey* from a local Norwegian startup to a global health tech company, every team member—from developers to customer support—saw how their work helped older adults stay active and connected. That direct link to impact created an emotional drive beyond any paycheck.
* In my everyday job I work as Chief Business Development Officer in Motitech AS.
6. The global twist: Shared events as motivation multipliers
Motivation can also be sparked by shared challenges and collective experiences. Events like Motitech’s Road Worlds for Seniors, which brings together thousands of older adults in a friendly cycling competition, don’t just benefit the participants—they also energize the teams running them.
When employees see the excitement, laughter, and sense of purpose such initiatives create, it fuels their own pride and engagement.
The never-ending-story
Motivation isn’t a “one and done” activity—it’s a culture you build daily. For SMBs, the science is clear: give people autonomy, help them grow, connect them to purpose, and celebrate their contributions. The payoff is a team that’s not just working for you, but working with you toward something meaningful.
DREIESKIVA|Roald Kvam 
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