As a leader, you won’t always have big promotions or pay raises to reward your team. Org charts only go so far, and budgets may limit just how much you can boost salaries. That doesn’t mean you can’t effectively motivate your team members. Oftentimes, small things, from merch to mentorship opportunities, can remind people they’re valued.

Keeping ambition alive is especially important when the ladder stops moving, according to Michel Koopman, the CEO and founder of CxO Coaching. People may not feel as energized or inspired when promotions and pay raises are harder to come by. The good news, though, is that leaders can make a big impact on whether people feel supported and valued — whether or not they get a new title or a salary bump.

In this issue of PromoPro Daily, we highlight some of Koopman’s top tips for sparking momentum when there’s no room for growth in pay and promotions.

Don’t Miss A Thing: SUBSCRIBE To PPAI Newslink

  1. Hold monthly career check-ins. Koopman says these don’t need to be lengthy meetings. Usually 20 minutes is all you need. He recommends asking questions like, “What do you want to learn next?” and “What would make your role more energizing?” This keeps growth in motion, even when job titles aren’t changing.

  2. Create peer mentoring pairs. Another effective way to motivate your team is to match employees who can teach other something. For example, he says you could pair a strong communicator with a strong analyst, an experienced merch professional with a newcomer or two ambitious peers with different strengths. Peer mentoring builds skills and belonging at the same time, according to Koopman.

  3. Offer “spotlight” assignments. Koopman says these short, meaningful opportunities give visibility and stretch experience. Maybe it’s leading a discussion, presenting insights in a sales meeting or owning part of a project. He points out that spotlight work helps people feel recognized in tangible ways.

Leadership matters even more when promotions and pay raises slow down. By checking in regularly, arranging mentor opportunities and providing spotlight assignments, you can help your team members feel like they’re still moving forward, even if they’re not climbing the ladder as fast. Sometimes, people don’t need a shiny new title as much as they need to feel seen and reminded that they’re an important part of the team. And while compensation will always matter, a little recognition goes a long way.

Compiled by Audrey Sellers
Source: Michel Koopman is the CEO and founder of CxO Coaching. He helps others maximize their business success and leadership potential.