An employee has specific expectations towards both his boss and the workplace. To a large extent, they influence his motivation to perform his duties and commit to the good of the company. In order to know how to inspire to act and reward your employees, you should first of all get to know them – their motivations changing in time, professional goals, moods or key character traits from the point of view of the position. How do you get to know your subordinates then?

Talk, ask, observe

The easiest way to get to know an employee is, first of all – to talk. Sometimes it is enough to talk to the employee and ask him what he expects from the employer and what plans for the future or dreams he has. In a large company, this task should be assigned to the team manager, who should keep track of the employees’ motivations and professional goals that change in time and observe the mood in the team. Thanks to such a conversation, it is relatively easy to find out what will make the subordinate’s work easier and encourage him to work more effectively and efficiently. If we are afraid that the employee will not be completely honest in a face-to-face conversation, an anonymous questionnaire can be conducted in the company in which everyone will be able to express their opinion about their expectations towards the incentive system and organization method in the company. The analysis of the responses contained in the questionnaires, combined with conversations and observation of the behavior of individual employees and the entire team, will provide a fairly objective view of their needs and expectations.


It is extremely important to know the mood in teams and the atmosphere in the company, which can be gained by observing employees during team work, events or team building trips. 


Events and integration trips allow not only to get to know employees, but also to create a well-coordinated team. Moreover, they are to some extent a form of reward. In order for the trip to be successful, the most important thing is the idea and idea tailored to the expectations of employees, as well as a clear definition of the goals you want to achieve. Incentive travel events, i.e. motivating tourism, are gaining more and more popularity. These types of integration trips take newer and newer forms, ranging from standard entertainment such as paintball, bonfires or football matches, and ending with completely new and innovative ideas. “There is no standard offer on our website. We treat each inquiry as an inspiration, a challenge that brings new ideas, new visions and possibilities, and consequently remarkable events. Rafting on the Dunajec River? Rafting in the Colca Canyon? and maybe kilometers of untouched powder in Alaska? We manage the project from beginning to end, we organize the event itself, we take care of the group’s service during the trip. Of course, we record the whole thing in photos. Our goal is not only to have fun, but also to help create well-coordinated teams ”comments XYZ from Amarula, which organizes unusual team-building trips, adventure trips and various events. An integration trip is a great way to get to know the moods of employees and to locate any problems.  

Research A

specialized tool for learning about the needs and expectations of employees is HR research, which is used as a diagnostic instrument that allows understanding the mechanisms operating in a team. The most frequently used surveys are:

  • Exit interview 
  • research Training needs 
  • research Internal communication
  • research
  • Employee satisfaction research

Show trust An

employer who wants to get to know his employees should, above all, build an atmosphere of mutual trust. An employee who proves trust is more likely to open up to the employer himself. The way to show trust is not only to appreciate the worker’s efforts, but also to leave them some room for maneuver and allow them to make their own decisions. However, it is crucial that the employee voluntarily expresses an interest in taking on certain additional tasks and a given degree of responsibility. 


So before we start choosing motivating tools, it’s worth getting to know your employees. Thanks to this, we will not only increase the efficiency of their work, but also create a motivated team. 


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