Get real engagement from people who do physical work, not office workers
The motivational poster on the break room wall is collecting dust, the pizza party from last month is forgotten, and your team is back to doing the minimum required. Sound familiar?
You’ve tried the standard employee motivation playbook – recognition programs, incentive bonuses, team building activities. Some worked for a while, but nothing seems to stick. Meanwhile, you’re watching other small companies with engaged, motivated teams and wondering what you’re missing.
The problem isn’t your team. It’s that most motivation advice is designed for office workers, not industrial employees who do real, physical work every day.
Industrial Motivation Is Different From Office Motivation
After 25+ years working in industrial environments, we’ve learned that what motivates people who work with their hands, deal with safety hazards, and face physical challenges is completely different from what motivates people who sit at desks all day.
The reality: Your employees are motivated by different things, and your supervisors need to understand what actually drives performance
What Really Motivates Industrial Workers:
68% are motivated by respect for their skills and expertise
54% want opportunities to teach and mentor others
43% value safety leadership and looking out for teammates
Only 23% are primarily motivated by recognition programs or bonuses
Why Standard Motivation Strategies Fail in Industrial Settings
The External Problem:
Temporary Engagement That Fades Fast Motivation programs work for a few weeks, then performance drops back to previous levels – You’re constantly trying new approaches but getting the same disappointing results.
The Internal Problem:
You’re Questioning Your Leadership Ability You feel frustrated because you’re investing time and money in motivation strategies that don’t work – You’re starting to think your employees just don’t care about doing good work.
The Philosophical Problem:
Industrial Workers Deserve Leadership That Understands Them People who do skilled, dangerous, physically demanding work need different leadership approaches than office workers – They deserve supervisors who understand what really drives performance in industrial environments.
Motivation Strategies That Actually Work in Industrial Settings
Step 1: Focus on Skill Recognition and Development
Industrial workers take pride in their craft. Supervisors learn to recognize expertise, provide opportunities for skill development, and show respect for the technical knowledge that experienced workers possess.
Step 2: Create Meaningful Safety Leadership Opportunities
Nothing motivates industrial workers more than knowing their actions protect their teammates. Supervisors learn to position safety as leadership, not compliance.
Step 3: Build Mentoring and Teaching Into Daily Work
Experienced workers are motivated by opportunities to pass on their knowledge. Smart supervisors create formal and informal mentoring relationships that benefit everyone.
Helping me be a better leader
I definitely see a lot better what motivates each of the individual members of my team. What each responds to. And so my communication style changes from one to the next. And it’s just helping me be a better leader.
What Real Industrial Motivation Looks Like
When supervisors understand what actually motivates industrial workers:
- Experienced employees take ownership of training new hires
- Safety becomes something people do for each other, not just for management
- Workers suggest improvements because they care about the operation
- Team members police their own quality because they take pride in their work
- People show up consistently because they feel valued for their skills and knowledge
Motivate Your Team the Right Way
$995 teaches supervisors what actually motivates people who do real work. office hours with Kevin every Wednesday and Thursday (1-2PM Eastern).