5 ways to motivate software engineers

Do you know how some people are just hard to motivate? Software engineers are not those people. No, they're pretty easy to get going and keep motivated if you do it right. In fact, strong motivation can be one of your biggest competitive advantages in the marketplace. The key is knowing how to motivate your employees so they're excited about their work every single day — and a little creativity goes a long way! This time, we would like to represent 5 ways to motivate software engineers to work better on your project.

Provide them with a strong company vision

Provide them with a strong company vision

Software engineers are motivated by a strong company vision. This can be a written document that outlines the company’s goals, or it can be a set of guiding principles that inform your decisions. The key to this strategy is making sure the vision is achievable and measurable, inspiring, realistic, and achievable.

When creating your company’s vision statement, think about:

  • How will my staff feel when they read this? Will they feel inspired? Will they feel like their work is important? Will they get goosebumps when they realize what we’re working towards?
  • Does this statement give us room for growth as an organization? Is it flexible enough to allow us to change course as needed without having to create an entirely new document every time we shift direction (which can often happen in tech businesses)?

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Hire the right people

Hire the right people

Hiring the right people is probably one of the most important things you can do to ensure your team’s success. Here are some tips:

  • Hire people who are passionate about your mission and project, and can contribute in meaningful ways. Your team will be much more excited about their work if they understand what it means to be working for a company that cares about its users, helping other companies succeed with their products, or making the world a better place through technology. If someone doesn’t connect with this idea, then there are probably better candidates for that position somewhere else.
  • Hire people who fit well with both the team and job requirements (see below). The best way to make sure this happens is by talking extensively with potential employees before hiring them — especially if you’re hiring remotely! You don’t want someone coming into an office environment and feeling like an outsider because of where they live or what time zone they operate in — and neither do they! So always take time upfront during interviews/screenings/etc., even if it means taking longer in getting through applicants than anticipated.

Acknowledge their work

Acknowledge their work

People want to feel valued, and recognition for their work can be a very powerful motivator. Recognition can take many forms: it can be as simple as a thank you from the manager or other team members, or it could be something more formal such as a promotion or bonus. The important thing is that people know they’re doing a good job and are being noticed by their boss and colleagues in positive ways.

One of our managers’ favorite ways to recognize great work is with small tokens of appreciation like water bottles or branded t-shirts. These may seem insignificant at first glance, but they have been shown to increase morale at work because employees feel acknowledged for what they do every day in their jobs!

In RIVO AGENCY we appreciate each member of our team because every one of them makes a great commitment to the project they work on and to the company itself. They are interested and motivated to do their job well because their job isn’t only the development of a website, app, or software, their job is to make our customers happy by providing high-quality solutions.

Offer fun perks

Offer fun perks

Fun perks are a great way to motivate your employees, but they can be tricky to execute well. In fact, even the most generous employers who offer fun perks may find that their gifts and activities aren’t actually motivating at all.

The best way to ensure that your employees are engaged by fun perks is to make sure that you’re offering them things they genuinely enjoy — and not just things you think will motivate them. Of course, if someone has never expressed a particular interest in something before (or if it doesn’t seem like something they’d like), then take this into account when making decisions about what kind of perk would appeal best! And while some companies do spend large sums on these kinds of incentives—sometimes upwards of $5 million per year—there’s no reason why smaller businesses can’t still offer fun perks as well!

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Suggest alternative ways to work

Suggest alternative ways to work

Try suggesting alternative ways to work. For example, you might suggest that your employee is able to work from home one or two days per week. Or you might offer a flexible schedule where they can come in late on Monday mornings and leave early on Friday afternoons.

Some people prefer working in silence while others like working in an open space with a few colleagues around them. Some people like having their own office while others prefer collaborating with others and sharing ideas by sitting at the same desk during the day.


We hope these tips have given you a few ideas for motivating your software engineers. Let us know in the comments if you’ve found some other ways to make your team more productive or if there is a topic you want to disclose. 

All in all these tips will help you motivate your engineering team

  • Provide a strong company vision. To get the most out of your team, you need to have a clear direction for your business and how you intend to achieve it. Having this will help give them an understanding of what’s required of them and how their role fits into it all. It’ll also help keep everyone motivated by providing a sense of purpose as they work together towards achieving that vision.
  • Hire the right people. When hiring new employees, make sure they’re able to fit in with the rest of your team—not just with regards to their skill set but also personality-wise (and not just because they’re good-looking). Having someone who doesn’t mesh well with others can cause friction within the group overall, which can lead to low morale and eventually even unhappy employees quitting their jobs! That said though…
  • Acknowledge their work! Saying thank you goes a long way when it comes down to hardworking software engineers who put everything they’ve got into producing quality code but don’t often receive recognition for doing so—especially since there are plenty more things demanding attention during those long hours spent coding away at night than just writing lines upon lines upon lines…

RIVO AGENCY is a custom software development company with 13 years of experience and creates websites, apps, and software for different businesses and clients to meet their needs and implement their ideas. Turn to us, if you need a reliable web development partner.

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