By Sanjana Gobin-Rambhojun, Meagan Lewis and Teeshaa Jankee – LetsBe Health Coaches
Employee motivation is a multifaceted concept, driven not just by external factors like money, but by deeper psychological needs. People seek more than material rewards in their work and lives. At the core of this desire are four fundamental psychological needs: purpose, recognition, mastery, and belonging. When employees connect with their work on a deeper emotional and psychological level, they experience higher engagement, satisfaction, and long-term motivation.
Purpose is a powerful motivator. Employees want to know that their work matters and contributes to something greater than themselves. Having a sense of purpose at work directly correlates with greater engagement and satisfaction. Recognition is equally critical; people want to feel valued, not just for their performance, but as individuals. This type of acknowledgment fosters intrinsic motivation. Mastery and growth are also vital, with employees seeking the opportunity to improve and reach personal milestones. Lastly, belonging—feeling part of a community—is an essential need that strengthens connections and fosters collaboration in the workplace.
Material rewards, like bonuses or salary increases, may drive short-term engagement. But we believe that emotional and mental fulfillment are what sustain long-term motivation. When employees feel emotionally connected to their work, they show resilience in the face of challenges, resulting in higher productivity and satisfaction.
These insights are reflected in the Psychology of Incentives Report 2024 by PwC UK, which underscores the limitations of relying solely on material rewards. The report highlights that while 99% of executives agree that remuneration is crucial for attracting and retaining talent, only 41% believe that their company’s long-term incentive plans are effective. This disparity suggests that financial incentives alone may not be sufficient to address the psychological needs of employees. The report also finds that many executives are risk-averse, preferring fixed pay over bonuses, which aligns with our focus on holistic employee well-being that addresses both emotional and financial needs.
Aligning psychological, health, and nutrition needs with workplace well-being
Our 360° personal approach focuses on understanding employees as unique individuals, recognising their specific emotional, psychological, and physical needs. By tailoring wellness solutions to fit each person’s reality, we ensure that employees are supported in all areas of their well-being—mental, emotional, and physical.
For instance, one success story from LetsBe involved an employee who was meeting performance targets but feeling burned out and undervalued. This individual’s emotional and mental well-being was suffering, which affected their overall engagement. Through mental wellness coaching, we helped this employee identify their emotional barriers and stress triggers. Personalised strategies, such as mindfulness exercises and boundary-setting techniques, facilitated a shift from “survival mode” to “growth mode.” Over time, the employee’s engagement, mindset, and overall satisfaction improved, illustrating how addressing emotional needs can significantly enhance workplace performance.
This 360° approach also extends to physical health. It impacts psychological well-being. A holistic approach to employee wellness that includes fitness is essential, as fitness influences mental resilience, stress management, and overall motivation—key factors that affect performance at work. A personalised fitness plan doesn’t just focus on weight loss or exercise—it’s about making fitness relevant to the individual’s lifestyle, goals, and abilities.
An individual’s approach to fitness should also be tailored to their interests and needs. A one-size-fits-all model for fitness is ineffective, as employees may feel discouraged by programs that don’t suit their preferences or capabilities. Fitness is just one aspect of an overall health plan that includes mental wellness, and addressing all of these factors helps employees unlock their potential. Our personalised wellness plans take these into account, allowing employees to develop healthy habits that benefit both their mental health and their professional performance.
The Psychology of Incentives Report 2024 supports this by showing that executives are increasingly interested in holistic incentive systems. The report indicates that executives value multiple performance metrics over single metrics, reflecting a desire for a more comprehensive and nuanced approach to evaluating employee contributions. Just as LetsBe emphasises a personalised approach, the report suggests that companies should focus on a broader set of performance measures that reflect the diverse needs and contributions of employees.
Recognising the true value of employee rewards
Mental wellness and recognition go hand in hand. Employees who receive mental wellness coaching not only learn how to manage stress and workplace challenges, but also feel recognised as individuals with unique needs. This individualised attention enhances their emotional well-being, leading to greater job satisfaction and long-term loyalty. When employees are empowered with tools to build resilience, improve self-awareness, and maintain healthier habits, they can unlock their full potential—both in their personal and professional lives.
Employees today are looking for more than just a paycheck—they want to feel seen, heard, and valued. Our focus on emotional and mental well-being, in addition to physical health, ensures that employees’ needs are being met on every level. This fosters a workplace culture where employees are motivated not just by external rewards, but by intrinsic factors like belonging, growth, and purpose.
This holistic approach resonates with the findings in the Psychology of Incentives Report 2024. Executives in the report express a preference for recognition of performance over the sheer size of financial compensation. Many executives would choose to be paid less in absolute terms, but more than their colleagues, if it meant being in a role that better aligned with their values. In fact, the report shows that executives would even take a pay cut if it meant working in a company that shared their values. This preference aligns where employees are seen as whole individuals with complex needs beyond just financial reward.
LetsBe’s holistic wellness programs—comprising mental wellness coaching, fitness sessions, and personalised nutrition plans—show employees that their well-being is prioritised. The ultimate goal is not just to enhance performance, but to create a workplace culture of care and well-being. When employees feel cared for, they are more likely to stay with a company long-term, contributing to lower turnover rates and a more engaged, motivated workforce.
Additionally, the personalised nutrition coaching is a key aspect of this holistic approach. Nutrition plays a critical role in cognitive function and emotional regulation, which are crucial for high performance at work. Employees who receive nutrition coaching not only feel physically energised, but also experience better concentration and mood stability, which translates into better productivity and overall performance. When companies invest in nutrition plans tailored to individual needs, it signals that they value their employees as people, not just workers.
In conclusion, the intersection of employee well-being and workplace incentives is clear. We understand that motivation is not just about pay—it’s about emotional and psychological fulfillment. By aligning wellness programs with individual needs and recognising employees as whole people, companies can foster a culture of care, increase employee satisfaction, and boost performance. The Psychology of Incentives Report 2024 underscores that this approach is not only desirable but necessary, as traditional financial incentives fall short in addressing the deeper drivers of employee motivation. By integrating personalised, holistic wellness solutions into the workplace, companies can create lasting engagement, loyalty, and success.
