The Role of Supervisors in Employee Motivation
Kapanen, Maria; Turunen, Eelis (2025)
2025
All rights reserved. This publication is copyrighted. You may download, display and print it for Your own personal use. Commercial use is prohibited.
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025121737447
https://urn.fi/URN:NBN:fi:amk-2025121737447
Tiivistelmä
The presented thesis examines the role of supervisors in employee motivation. The main goal was to discover the supervisor’s role in motivating employees and the methods they utilize. The objective was to understand how supervisors successfully motivate their employees. The theoretical background discusses employee motivation, motivational theories, supervisors’ role, leadership, and leadership styles.
The empirical research for this thesis employed a qualitative research method, specifically semi-structured interviews conducted both in person and remotely using Microsoft Teams. A total of eight interviews were conducted with individuals who were working in supervisory roles in the IT industry at the time this research was conducted. The participants represented different companies, with an equal number from Case Company 1 and Case Company 2.
The findings indicated that supervisors viewed their own behavior as the foundation of employee motivation. Consistency, fairness, providing clear guidance and acting as a role model were some of the characteristics supervisors listed. Supervisors mentioned a significant challenge in employee motivation arises, when employees do not understand the purpose of the task assigned to them. Private discussions were used by supervisors to identify reasons for being unmotivated. Supervisors offered support as well as guidance to remotivate employees.
This research recommends that companies improve supervisors’ motivational leadership skills, such as communication, by providing training for it. Regular check-ins should be implemented to maintain alignment between supervisors and employees. Additionally, it is important to enhance recognition practices to support employee motivation simultaneously contributing to a positive work atmosphere.
The empirical research for this thesis employed a qualitative research method, specifically semi-structured interviews conducted both in person and remotely using Microsoft Teams. A total of eight interviews were conducted with individuals who were working in supervisory roles in the IT industry at the time this research was conducted. The participants represented different companies, with an equal number from Case Company 1 and Case Company 2.
The findings indicated that supervisors viewed their own behavior as the foundation of employee motivation. Consistency, fairness, providing clear guidance and acting as a role model were some of the characteristics supervisors listed. Supervisors mentioned a significant challenge in employee motivation arises, when employees do not understand the purpose of the task assigned to them. Private discussions were used by supervisors to identify reasons for being unmotivated. Supervisors offered support as well as guidance to remotivate employees.
This research recommends that companies improve supervisors’ motivational leadership skills, such as communication, by providing training for it. Regular check-ins should be implemented to maintain alignment between supervisors and employees. Additionally, it is important to enhance recognition practices to support employee motivation simultaneously contributing to a positive work atmosphere.