The German mid‑market faces numerous challenges. One crisis follows another, digital infrastructure must be further optimized, and CO₂ must be saved. In the long run, only companies with high resilience will survive in these uncertain times. This requires mature structures and a stable savings process that continuously delivers results.
Why team motivation is crucial
Anchoring such a savings process in the company means, above all, creating a cost‑conscious corporate culture. Employees’ mindsets must be shaped by a strong will to increase efficiency. Maintaining savings as a permanent process works only with the team, never against it.
Managers must understand, however, that employees’ motivation always stems from personal goals, not from the company’s goals. It is therefore vital to align these two categories of goals: How must employees’ role‑specific objectives be designed to overlap as much as possible with their personal goals?
Put another way: When does what the employee is supposed to do also align with what they want to do? Monetary incentives are by far not the only lever managers have, and often not even the most effective. But how else do you create high motivation in the team?
7 success factors for team savings
Employee motivation is influenced by many factors over which you, as a manager, have control. In our experience, the following aspects are particularly important when it comes to motivating the team and achieving significant savings together:
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