Look around your workplace. Chances are, the new faces joining your team aren’t just young — they’re Gen Z. And they’re not easing their way in. They’re rewriting the rules.

Born between 1997 and 2012, Gen Z is the first generation to grow up entirely online. They’re bold, values-driven, and not afraid to challenge the way things have always been done. By 2025, they’ll make up over a quarter of Australia’s workforce — and that number is only going up.

Whether you’re onboarding interns or leading a multigenerational crew, one thing’s clear: understanding Gen Z in the workplace isn’t optional. It’s the key to building stronger, more engaged teams today — and into the future.

2.Who Is Gen Z? Understanding the generation

Gen Z has grown up in a very different world. They’ve never known life without the internet. They’ve come of age during global crises, political polarisation, and rapid technological change. Many entered the workforce during a global pandemic — a time of massive disruption and uncertainty.

All of this has shaped their values, expectations, and approach to work. They’re independent, socially conscious, and highly adaptive. They want their work to feel meaningful, their voices to be heard, and their wellbeing to be supported.

Here’s what sets them apart:

Tech-native from day one

Gen Z can troubleshoot, multitask, and find information fast — but they also expect tech to just work.

Purpose-driven

They care deeply about the social and environmental impact of their employer. And they want to know that their work is meaningful.

Diversity-first

Inclusion isn’t a bonus — it’s a baseline. They expect workplaces to walk the talk on equity and representation.

Feedback-focused

They’ve grown up with instant feedback loops (likes, comments, followers), and they want the same in their careers.

Mental health aware

Gen Z talks openly about burnout, anxiety, and work-life balance — and they expect their employer to do the same.

They're curious, creative, and deeply values-led. But they can also be misunderstood, especially by leaders used to managing Gen X or Millennials.

3. Gen Z expectations in the workplace

Gen Z isn’t just looking for a job — they’re looking for alignment. They want to work somewhere that reflects their values, supports their wellbeing, and offers real opportunities to grow. If those boxes aren’t ticked, they won’t hesitate to walk.

This generation doesn’t separate “work” and “life” the way older generations did. They see their job as part of their identity, and they expect it to feel meaningful, inclusive, and flexible.

So what exactly do they want from the workplace? Here are the big ones — and why meeting them matters for long-term engagement, loyalty, and performance.

Flexibility, not just location freedom

Yes, they like working remotely. But it’s bigger than that. Gen Z wants flexibility in how they work, when they work, and how their success is measured. It's about trust and autonomy — not just where they sit.

A sense of purpose

Gen Z employees want to feel connected to the “why” behind their work. Whether it’s contributing to a mission or helping a customer, they want to know that their efforts matter. This doesn’t mean your company has to save the world — just be transparent about your impact and values.

Support for mental health

It’s not just about offering an EAP. Gen Z in the workplace look for psychologically safe environments where burnout is taken seriously, workloads are manageable, and vulnerability is okay. This includes regular check-ins, empathetic leadership, and modelling work-life balance from the top.

Inclusive workplace culture

Gen Z expects real inclusion — not just policies, but behaviour. That means using correct pronouns, calling out bias, and actively making space for every voice. Diverse representation in leadership and decision-making is key.

Rapid feedback and recognition

Waiting six months for a performance review? Not going to cut it. Gen Z wants timely feedback and recognition that feels authentic. Whether it’s a shoutout on Slack or a Prezzee gift card for a job well done, what matters is that it’s seen and felt.

Career growth and learning

They’re ambitious, and they don’t want to stagnate. Gen Z in the workplace expect clear paths for development, access to learning, and support to grow in their roles. If they can’t see a future with you, they won’t stay.

Meeting these needs helps retain Gen Z talent — and builds a stronger, more future-proof team overall.

4. Managing a Gen Z team: What works and what doesn’t

Managing Gen Z in the workplace isn’t about throwing out your leadership playbook — it’s about knowing which parts to update. This generation brings a fresh mindset to work: they value collaboration over command, autonomy over micromanagement, and meaning over metrics.

If you want them to engage, grow, and stick around, you’ll need to adapt your style. That doesn’t mean lowering the bar — it means raising your leadership game.

Here’s what actually works with Gen Z in the workplace, and what’s better left behind.

What works:

Regular, two-way feedback

Think micro-feedback. Small comments, frequent check-ins, and open convos. Ask things like, “What’s working for you this week?” or “What support would help right now?” Make feedback a dialogue, not a download.

Clear and human communication

Gen Z doesn’t do corporate jargon. Be direct, transparent, and empathetic. Let them know what’s going on, even when things are tough.

Personalised development plans

Forget cookie-cutter career paths. Help Gen Z build a development journey that feels meaningful to them. Let them explore stretch projects, mentoring, or shadowing — and revisit it regularly.

Celebrating progress, not just outcomes

Wins aren’t always about finishing the project. Sometimes, just surviving a tricky week is worth recognising. A Prezzee gift card, a virtual kudos wall, or a team lunch can all keep morale high.

What doesn’t:

Micromanagement

This is the fastest way to lose their trust. Set clear expectations, give them room to work, and check in supportively (not intrusively).

Clunky systems and outdated tech

If your internal tools feel like they’re from 2009, Gen Z will be frustrated fast. Invest in platforms that support collaboration, not roadblocks.

Rigid hierarchies and red tape

Gen Z in the workplace prefer flat-ish structures where ideas matter more than titles. Don’t shut them down with “we’ve always done it this way.” Invite fresh thinking.

5. Motivating Gen Z employees

Motivating Gen Z takes more than a pizza party or a pat on the back. This generation is driven by meaning, recognition, and the chance to make a real impact — not just clock in and zone out.

They want to know that what they’re doing matters, that their ideas are valued, and that they’re growing as they go. When you tap into those needs and give them space to thrive, they’ll bring energy, creativity, and fresh thinking to the table.

Here’s how to motivate them in ways that actually land:

Recognition that’s meaningful

Tailor your praise. Some may love public recognition. Others prefer a private message or thoughtful reward. Show appreciation with personalised, instant digital gifts that allows them to choose something that actually excited them

Tie tasks to a bigger impact

Help them see how their work connects to customer outcomes, business goals, or community benefit. Even admin tasks feel better with context.

Let them lead something

Even junior team members thrive when given ownership. Whether it’s a campaign, a project, or a new system, trust them to figure it out — and support them as they go.

Build in creativity and experimentation

Have a “new ideas” channel. Let them pitch improvements. Run mini innovation sprints. Gen Z thrives in spaces where they can contribute and co-create.

Offer autonomy with accountability

They don’t need to be babysat — but they do need clarity. Set outcomes, agree on timelines, and let them own the process.

6. Building a Gen Z-friendly team culture

Culture is everything — and Gen Z knows it.

For Gen Z, culture isn’t just about perks or posters — it’s about how a workplace feels day to day. It’s whether people feel safe to speak up. Whether leadership walks the talk. Whether inclusion is embedded, not just advertised.

This generation is quick to sense inauthenticity, and even quicker to disengage when the vibe is off. So if you want to attract and keep Gen Z talent, it’s not just about what you offer — it’s about what you model, celebrate, and reward.

The good news? A culture that works for Gen Z tends to lift the whole team. Here’s how to shape one they’ll want to be part of:

Create psychological safety

Gen Z thrives in environments where it’s safe to speak up, ask questions, and admit mistakes without fear of judgement. That kind of culture doesn’t happen by accident — it comes from leaders who model vulnerability, encourage curiosity, and respond to missteps with support, not shame. When people feel safe to be real, they do their best work.

Foster connection and belonging

Culture is built in the small stuff — weekly rituals, casual conversations, shared wins. Gen Z values connection, but they won’t force it. That’s where leaders can create space for it to happen organically. Think Friday “shoutouts,” team Slack threads for non-work chat, or monthly lunches. When people feel like they belong, they stick around.

Use tech that supports hybrid work

Whether your team is fully remote or a mix of in-office and online, seamless collaboration is non-negotiable. Gen Z expects tech to be fast, intuitive, and flexible — not clunky or outdated. Tools like Notion, Trello, Slack, or Miro make it easy to stay connected, brainstorm, and build momentum no matter where people are logging in from.

Embed your values in real ways

Gen Z is watching for consistency. If your company says it cares about sustainability or social impact, they’ll expect to see that reflected in how you operate. Let teams volunteer, choose causes to support, or donate rewards (like Prezzee gift cards) to charities they believe in. Values aren't just for your ‘About Us’ page — they should live in your everyday decisions.

7. Creating a better workplace for everyone

Managing Gen Z well isn’t a side project. It’s a future-proofing move.

When you create a culture that supports Gen Z’s needs — things like flexibility, feedback, growth, and belonging — you’re not just making one group happy. You’re building a better experience for everyone on the team. These shifts lead to stronger trust, deeper engagement, and a culture where people actually want to stick around.

And when it comes to appreciation? Prezzee’s gift cards make it easy to show you care in a way that feels instant, personal, and flexible. Because when your people feel seen, valued, and empowered, they don’t just perform — they thrive.

FAQs: Managing Gen Z in the workplace

Gen Z is bringing fresh expectations and energy into the workplace — and they’re changing the way leadership, culture, and communication look. Here are some quick answers to common questions about managing, motivating, and retaining Gen Z employees.

What are the differences between Gen Z and Millennials in the workplace?

While both generations value purpose and flexibility, Gen Z tends to be more vocal about their boundaries, mental health needs, and expectations around tech. They’re also faster to move on if they’re not feeling seen or supported.

How do you discipline Gen Z in the workplace?

With care and clarity. Start with a private, respectful conversation focused on behaviour and outcomes. Use it as a chance to understand what’s going on, not just correct mistakes. Growth is the goal — not punishment.

How is Gen Z influencing leadership in the workplace?

They’re driving a shift toward more empathetic, collaborative leadership. Managers are being asked to be more transparent, accessible, and emotionally intelligent. And that’s good for everyone.

How do you retain Gen Z employees?

Focus on continuous learning, regular recognition, flexibility, and wellbeing. Offer tangible development pathways and keep the culture inclusive. Recognition — like a Prezzee gift card — doesn’t hurt either.

What is most important to Gen Z in the workplace?

A sense of purpose, work-life balance, mental health support, frequent feedback, and inclusive leadership.

What leadership style does Gen Z prefer?

Coaching over commanding. Listening over instructing. They want leaders who trust them, develop them, and treat them like adults.

Remote workers are every bit as valuable as those in the office—sometimes even more so, especially for online businesses or brands with global retail footprints. Since COVID-19, many companies have embraced flexible schedules or built fully remote teams to keep things running smoothly, no matter where their people are based.

Managing remote workers

Just like in-office staff, remote workers thrive when they feel seen, supported, and appreciated. Whether they’re working from home, a café, or halfway across the globe, recognition still matters—and can go a long way in boosting morale and engagement.

Occasions like EOFY are a great opportunity to show your appreciation in fun and meaningful ways. Not sure where to start? We’ve pulled together 18 creative ideas to help you reward your remote workers and keep them feeling connected, motivated, and valued—no matter where they are.

Gift ideas for remote workers​

1. Double down on flexibility for your remote team

If you want to reward your remote workers, why not double down on one of the perks of their unique positions: schedule flexibility?In short, you can offer remote workers working hours flexibility and reward them for their time and attention. Many remote employees opt into these positions specifically so they can parent their kids, work a second job, or work for their favourite company despite being in a different time zone.

Scheduled flexibility is certainly something you can provide as a business owner or scheduling manager. For example, limit the restrictions on how many hours a worker has to be "in-office" each week or allow remote workers the option to hop on when it works for their time zone (that can be especially helpful if the time zone differences are significant).

You can also implement a “work from anywhere” policy (like we have at Prezzee). For example, if an employee wants to travel to another country, encourage them to do so! Team members can work for a certain amount of time from different time zones and really enjoy the possibilities of remote work. Doubling down on flexibility is one of the best gifts for remote workers as it allows them to plan their work to fit their family and lifestyle.  

2. Try remote team building activities

But you can also reward remote workers by holding team-building games and events. Here are just a few ideas:

• Hold a weekly game night over Zoom. That’ll bring everyone together and could help your remote employees feel more connected to the other office workers, especially if they don’t see them all that often. Games like Pictionary or a Trivia Night work remotely, but you can also send out a gaming-focused digital gift card and meet up with your virtual team and conquer your favourite games together.
• Schedule a monthly get-together. This idea only works if your remote workers are still relatively close to your other employees, but it still brings the team together. For remote teams, send out a food delivery eGift card and then dine together over a video call. This gives your coworkers a chance to connect and socialise.

These remote team building activities are a way to strengthen the bond between remote workers and office workers . A focus on employee morale lets everyone know the leadership team cares about their well-being as individuals, not employees.  

3. Send gift cards to remote workers

Gift cards are popular corporate gifts for remote workers for several reasons. They’re easy to buy, easy to send, and fairly surefire gifts that won’t be rejected. After all, who can say no to a gift card for one of their favourite brands?

But plastic gift cards have a few problems, too. For one, they contribute to environmental pollution. Even 50 gift cards can make a major impact in terms of whether your business is really eco-friendly (a key concern if your enterprise wants to minimise its carbon footprint). For another, physical gift cards need to be carefully sent to each recipient, which can be tricky if you have remote workers scattered around the country or the globe.

eGift cards are much easier and more convenient, and they don’t come with the same environmental impact downside. With gift cards from Prezzee business you can:

• Send a digital gift to remote workers, anytime, and any place in a matter of minutes.
• Send gifts to your remote employees without contributing to environmental pollution.
• Customise the gift cards with branded imagery, like your logo, to help complete the corporate gift.
• Personalise each gift card with a prerecorded video or text message. That way, each employee feels like you sent them a specific, personalised gift, not just the same gift everyone else received.

Even better, Prezzee’s Smart eGift cards can easily be swapped for the remote worker’s favourite brand or brands, so they can go shopping to their heart’s content.eGift cards are a phenomenal way to show your workers that you care no matter where they happen to get the job done.  

4. Send remote workers company swag as an initiation gift

Remote workers should feel excited to join your company when they're first starting out. Unfortunately, much of the first-day energy can be lost in translation if they clock in from a remote desk and don't get to meet everyone in the office or take an official tour of the corporate building.

But you can reward those remote workers directly by sending them some company swag as an onboarding gift. Truly, they already deserve a reward for making it through the interview and hiring process! Successful onboardings result in successful employees; a solid onboarding program lays the groundwork for employee retention.

Company swag works as an initiation gift because it brings your remote workers into the fold and may help make them feel like they're part of the team "for real." Company t-shirts will make them feel like part of the team, especially if everyone on group calls is matching! Other much-loved items that are evergreen trendy include branded dad hats, sweatshirts, sweatpants, or the classic insulated drink tumbler.  

5. Write endorsements or recommendations

Lastly, you can and should reward remote employees who are planning to leave your company for one reason or another. If they’ve done a fantastic job at your brand for months or years, there’s no reason not to help them get their foot in the door at the next job.

To that end, consider rewarding those employees with endorsements or recommendations. Write a recommendation letter for young remote employees who are looking to get into graduate school. Or write a job recommendation letter or LinkedIn recommendation for any other remote worker looking to break into a competitive industry or work for a company known to have a very competitive hiring process

6. Shout out remote workers on social media and video conferences

Productive remote workers deserve to be rewarded for their extra efforts. That’s why you should shout out those employees on social media and any collaborative video conferences.In-office employees get tons of attention and recognition every day. Your remote employees can fly under the radar. Make sure this doesn’t happen by specifically shouting them out on your Facebook business page or LinkedIn. Ask before doing this — some employees adore public recognition, while others might shy away from it, preferring to fly under the radar.  

7. Acknowledge remote workers’ birthdays and anniversaries

Reward your remote workers by acknowledging their important dates, like birthdays and anniversaries. Something as simple as a personal email written from you to them and a gift card can work as a great gift for remote workers​ to celebrate their milestones. With Prezzee business you can plan your gifts in advance by scheduling them for any date, like a birthday or milestone. Sit back and relax knowing it’s all taken care of.

Alternatively, you can announce each employee’s birthday or milestone work anniversary as it comes up on a company message board or website. Again, this could be an excellent way to shout out remote workers and ensure they feel connected.  

8. Let remote workers take a half day (When appropriate)

Remote workers are already not beholden to some of the same limitations as in-person employees. So don’t hesitate to reward high-performing employees by letting them take a half-day here and there or when it’s appropriate.

Say that one of your remote workers did a stellar job wrapping up a project ahead of schedule, and they don't have anything else on the docket. Reward them by letting them log off early or take a half-day (provided they don't have anything else that demands their attention).

9. Give out some extra days off

Many employees love extra time off, as it enables them to pursue their hobbies or spend more time with friends and family members outside of work. A healthy work-life balance is vital for us all.

If you’re looking to boost engagement and excitement, offering extra holiday days as prizes could do the trick! For example, reward the winner of the monthly Employee of the Month or a team-wide remote Kahoot quiz. A bonus day off could be just the incentive needed to get everyone involved.  

10. Invest in professional development

Don't forget to invest in remote worker development regularly. Consider meeting up with rockstar employees who are looking for promotions. Or provide time and resources for remote workers to attend development seminars and conferences, even if they have to travel to do so.

11. Prioritise peer-to-peer recognition

Peer-to-peer recognition essentially involves giving your workers a chance to recognise and congratulate each other while building each other up for long-term collaboration and team spirit. That's pretty easy to facilitate as a business owner or manager if you use peer-to-peer recognition software or platforms.

Such software solutions let your employees:

• Send kudos or congratulations to each other when they do good work.
• Send each other special digital gifts.
• Recommend each other for projects, which is an especially helpful feature if you have a large organization with many different departments in many different areas.

Peer-to-peer recognition is a reward for your remote employees, make no mistake. It can make them feel like they are a part of the office like never before, plus it may help to ensure that your entire global team members feel like part of a unified team.

12. Gift gym membership subscriptions

Gym subscriptions can be handy gifts for remote workers and in-office employees alike. When you gift gym subscriptions to remote workers, double-check that they have a gym for that brand in their local area.

A gym subscription could be the perfect jumpstart to an office-wide wellness program or initiative. Consider pairing this with company swag like labeled towels or water bottles.

Or, simply cross off that research from your to-do list and send a Gift card to top fitness retailers so everyone can boost their home gym or buy high-quality workout apparel.

13. Send Thank-You Notes

Nothing says personal attention and appreciation like receiving a note from your boss. You can show appreciation by sending out a personal Slack or Teams message (or making a post in a company-wide Slack channel).

Such a gesture could be especially impactful and important if you manage or oversee hundreds of employees. The remote worker who receives a thank you note might be seriously touched by the extra time you took to reward them for their effort. If you’re sending a digital gift card with your praise, you can even use Prezzee to include a custom note or video.  

14. Gift work from home equipment

Remote workers can only do the great jobs they manage every day with the right equipment, ranging from webcams to keyboards to office chairs. Therefore, bosses and managers can reward remote employees with work-from-home equipment to upgrade their home offices.

Pay attention to whether your remote workers complain about webcam quality or office chair comfort the next time you all communicate over a video conferencing call. Consider rewarding those remote workers with upgrades or funds to spend at the nearest Office Depot (or sending a digital gift card to top home goods suppliers.  

15. Pay for software subscriptions

Similarly, remote workers often need to subscribe to software programs to get the job done, like Microsoft Office or video conferencing software. Foot the bill for these to reward your remote employees and prevent them from having to pay extra costs that your in-house employees get to avoid by default. Video conferencing helps serve all work types — remote, hybrid, and in-person.

16. Send balloons or surprise presents

There’s nothing wrong with the old-fashioned staple of surprise balloons or presents delivered straight to each remote worker’s door. Just be sure to send these out en masse or as a group instead of singling out any individual, lest the gift gives the wrong impression.

17. Forward customer praise for their work

From time to time, customers might send you direct praise for a single remote worker. This could be anyone from a customer service agent who helped them with a big problem or a remote salesperson who connected them to the ideal product for their needs.

In these cases, why not let those remote employees know about the positive impact they had on that customer interaction? Not only may this boost their morale, but it will also be a lovely way to remind them that you see them as individuals, not moneymakers.

18.Share the company profits

Has your company done phenomenally well over the last business quarter or year? Then it’s only fair you share that prosperity with the people who made it happen: your workers.

Remote employees should also be included in any extra company profits you divvy out, such as stock options, holiday rewards/bonuses, and so on.

Sharing company profits serves the dual purpose of rewarding remote employees and motivating them to do an even better job next year. After all, if they know that ensuring the company performs well leads to a better bottom line for their wallets, they’ll be highly motivated to make more sales or drive better customer interactions in the next business cycle and beyond.

Gifts for remote workers matter

At the end of the day, thoughtful gestures—big or small—can make a huge difference to remote employees. A well-timed gift or token of appreciation helps reinforce that their hard work and commitment aren’t going unnoticed, even from afar.

Whether it’s for a birthday, work anniversary, or just because they’ve been doing an amazing job, a gift card is a simple yet meaningful way to say thank you. With over 360 options to choose from, Prezzee’s digital gift cards make it easy to send something personal, instant, and rewarding—no matter where your team’s logging in from. Explore our business solutions here!

FAQ about gifts for remote workers

How do you buy lunch for remote employees?

The easiest way to treat remote employees to lunch is with a digital gift card. Services like Prezzee let you send food delivery gift cards instantly, so your team can order from their favourite local spots—whether it’s through Uber Eats, DoorDash, or a nearby café that accepts gift cards.

How do you engage remote employees?

Engaging remote employees starts with good communication and recognition. Regular check-ins, virtual team-building activities, and thoughtful rewards (like digital gift cards or personalised messages) help keep them connected and motivated. Giving them a say in team decisions and celebrating wins also builds stronger engagement over time.

What are good gift ideas for remote workers?

Digital gift cards are a top choice—they’re flexible, instant, and can be tailored to each person’s interests. You could also consider experience-based gifts, like online classes, subscriptions, or food delivery services to brighten their work-from-home routine.

How do you celebrate milestones for remote workers?

Celebrate birthdays, work anniversaries, or project wins with a virtual team shout-out, a digital card, and a thoughtful gift. Sending an eGift card through Prezzee makes it easy to mark the occasion—no shipping required.

1. How to Boost Employee Engagement in Your Mid-Year Check-Ins

In the Australian workplace, EOFY (End of Financial Year) reviews are a staple of the performance calendar. Typically held around June or July, these mid-year check-ins offer a structured opportunity to reflect on progress, align on goals, and plan for the remainder of the year. But they can be much more than a box-ticking exercise — they’re a powerful tool for strengthening your team.

Used thoughtfully, EOFY reviews can help boost employee engagement, reinvigorate motivation, and enhance performance. They offer a timely chance to re-centre teams after a busy first half of the year and re-establish a sense of purpose and direction. Beyond individual performance, they play a role in shaping team culture, retention, and the overall employee experience.

At Prezzee, we recommend viewing EOFY reviews not as a task to complete, but as a moment to connect. The right approach fosters trust, transparency, and motivation that lasts well beyond the review itself.

‍2. What is team engagement and why does it matter?

Team engagement refers to the level of emotional investment and commitment employees feel towards their team and their work. It goes beyond job satisfaction or individual performance — it's about how connected people feel to their team’s purpose, how valued they feel, and how motivated they are to contribute.

Why is team engagement important?

An engaged team is a high-performing team. Research consistently shows that when employees feel engaged, they’re more productive, collaborative, and loyal. They’re also more likely to take initiative, support their peers, and stick around longer.

On the flip side, low engagement can result in higher turnover, missed goals, and a disengaged culture. That’s why boosting team engagement isn’t just a “nice to have” — it’s essential for achieving business outcomes.

EOFY reviews, when done well, can reignite that engagement by showing employees they’re seen, heard, and supported in their growth.

3. EOFY reviews can be used to boost team engagement

EOFY reviews are perfectly timed to assess progress and reignite energy for the second half of the year. They’re a moment of pause — and with the right approach, a launchpad for stronger engagement.

Mid-year check-ins provide the chance to reinforce what’s working, recalibrate goals, and clear up confusion. But more importantly, they offer a one-on-one forum where team members can feel recognised, motivated, and involved in shaping their own path forward.

When structured thoughtfully, these reviews foster two-way conversations, invite upward feedback, and make employees feel like valued contributors rather than cogs in a machine. That’s where engagement flourishes.

Prezzee recommends making these reviews about more than performance — they’re a chance to build trust, connection, and a shared sense of purpose.

4. Common pitfalls in mid-year reviews

End of Financial Year (EOFY) reviews and mid year check-ins are one of the most important opportunities team leaders have to improve employee engagement. But too often, these reviews fall into common traps — leaving employees feeling uninspired, unheard, or simply ticking boxes. At Prezzee, we’ve worked with businesses of all sizes and know how critical it is to get this moment right. Done well, a mid year review doesn’t just measure performance — it can recharge motivation, improve team engagement, and support long-term retention.

Here’s what often goes wrong, and what to do instead.

Vague or generic feedback

One of the fastest ways to disengage an employee is to offer feedback that’s too broad or non-specific. Phrases like “You’re doing great” or “Keep up the good work” may sound positive, but without detail, they leave employees wondering what they’re actually doing well — or how they could improve.

Focus on strength-based feedback. Be specific about what the employee has contributed, how it’s added value, and where there’s opportunity to grow. This builds clarity, confidence, and a sense of direction — all key drivers of employee engagement.

Only focusing on past performance

It’s easy to spend the entire review talking about what’s already happened. But the most impactful EOFY reviews look forward, not just back. When the conversation is purely retrospective, it misses a chance to explore goals, development opportunities, and future priorities.

Balance past achievements with forward-looking questions like: What do you want to work on next? What support would help you grow? Where do you want to go in your role this year? These conversations deepen engagement by showing your team that their development matters.

No meaningful follow-up

Reviews that end without a clear action plan can leave people feeling deflated — especially if they’ve opened up or asked for support. When feedback isn’t documented or followed up on, employees may feel like their input was ignored, and momentum is lost.

Set clear next steps during the review and commit to revisiting them. Even a quick follow-up meeting a few weeks later can signal that you're invested in their progress. Consistent follow-through builds trust and accountability, two critical ingredients in building team engagement.

Lack of personalisation

A templated review approach might save time, but it risks missing the mark. Every team member brings different strengths, goals, and working styles — and when that’s not reflected in the review process, it can feel impersonal or transactional.

Prezzee recommends asking questions that align with their career aspirations, acknowledge challenges they’ve faced, and highlight specific contributions. At Prezzee, we believe employee engagement starts with making people feel seen and valued — and that means going beyond one-size-fits-all.

Overlooking recognition and appreciation

Recognition isn’t a bonus — It’s essential. If your mid year review doesn’t celebrate wins or acknowledge effort, it misses a powerful moment to boost morale and strengthen connection.

Prezzee recommends integrating recognition into every review conversation. That could be a verbal thank you, a team-wide shoutout, or a personalised digital gift card to show appreciation. Every little bit counts, especially when they’re meaningful, timely, and tailored.

Recognition is one of the most effective ways to keep your team motivated and engaged — especially when paired with personalisation and purpose.

Turn your reviews into motivation

At Prezzee, we believe EOFY reviews should do more than evaluate — they should energise. By avoiding these common mistakes and reframing your mid year review as an opportunity for connection, recognition, and growth, you’ll unlock deeper employee engagement and drive better results across your team.

Need help turning appreciation into action? Prezzee’s digital gift cards are a simple, instant way to reward and recognise your team. From celebrating milestones to showing everyday gratitude, our business platform gives you the tools to boost morale in a way that feels personal, flexible, and meaningful.

5. How to boost employee engagement during mid-year check-ins

EOFY reviews aren’t just about evaluating performance — they’re also a chance to create meaningful connections and reinvigorate motivation across your team. When done well, these conversations become a catalyst for greater engagement, stronger alignment, and a deeper sense of belonging.

Here’s how to approach them with intention:

Start with strengths and progress

Start by focusing on what’s going well. Kick things off with a recap of your team member’s strengths, achievements, and recent progress. This recognition helps reinforce a sense of value and contribution, which is essential for fostering team engagement. It sets a constructive tone and builds confidence heading into deeper conversations.

Set meaningful goals together

Next, it’s time to look forward. Work together to set meaningful, relevant goals that align with both business priorities and the individual’s personal development. When goals are co-created, they feel more motivating — and employees are more likely to stay committed to them over time.

Ask open-ended questions

Don’t fall into the trap of ticking boxes. Ask open-ended questions that invite honest reflection, such as “What do you need more of from me as a manager?” or “What would make your work feel more fulfilling?” This approach not only sparks richer dialogue but helps uncover blockers, aspirations, and opportunities that might otherwise stay hidden.

Follow up with development actions

But feedback alone isn’t enough. Follow up with clear development actions and check-ins to show you’re serious about growth. Whether it’s training, mentoring, or stretch opportunities, having a plan in place shows your team member they’re supported — and that you’re invested in their future.

Invite upward feedback

Engagement also improves when feedback flows both ways. Invite upward feedback during your check-in, giving employees a safe space to share their thoughts on what’s working, what’s not, and how leadership can do better. This not only boosts psychological safety but helps you improve your leadership style, too.

Recognise and reward contributions

And finally — never underestimate the power of appreciation. Recognise effort and celebrate wins, big or small, as part of your check-in. Whether it's a shoutout for collaboration or a digital gift card to mark a milestone, small moments of gratitude help build loyalty and morale. Prezzee’s instant, customised and personalised digital gift cards make it easy to deliver a reward that’s both meaningful and flexible — perfect for boosting engagement without delay. Or, take a look at our other corporate gifting solutions that make it easy for you and your business.

6. How to improve team engagement all year round

EOFY reviews are a powerful engagement tool — but they shouldn’t be the only one. The most engaged teams aren’t built through one-off conversations. They thrive when recognition, connection, and growth are embedded into everyday culture.

Take a year-round approach to engagement that goes beyond performance management and taps into what really motivates people. Here are a few proven ways to keep team engagement high — every week, not just at review time.

Build in regular team rituals

Create small, consistent rituals that bring people together, such as Monday morning check-ins, end-of-week win sessions, or monthly team lunches. These touchpoints strengthen team culture, improve collaboration, and give everyone something to look forward to.

Recognise effort often — not just during reviews

Recognition is one of the simplest and most effective ways to improve employee engagement. Make recognition a regular habit, whether it’s a quick shoutout on a team call or a more formal gesture, like sending a personalised digital gift card to mark a job well done. Frequent, timely appreciation goes a long way toward keeping morale high.

Make career growth a continuous conversation

Development shouldn’t be limited to the review season. Check in regularly on growth goals, learning opportunities, and career aspirations. By making these conversations part of your team’s rhythm, you’ll keep people feeling valued, supported, and invested in their future.

Foster transparent, two-way communication

Open, honest dialogue helps build trust. Set the tone with regular team forums, 1:1 catch-ups, and feedback channels that encourage honest conversations from all directions. When people feel safe to share ideas and concerns, engagement and accountability rise.

Celebrate milestones, wins, and moments that matter

Team engagement isn’t just about hitting targets — it’s also about feeling connected. Celebrate both professional and personal milestones, whether it’s a project launch, a work anniversary, or a birthday. Small celebrations help employees feel seen as people, not just workers.

7. Make your EOFY reviews count for your employees

EOFY reviews are more than just a performance checkpoint — they’re one of your best tools for strengthening team engagement, boosting morale, and creating a culture of continuous improvement. When approached with care, these mid-year check-ins can deepen trust, align goals, and show your team that their growth matters.

But remember, engagement isn’t a one-time effort. Treat EOFY reviews as a launchpad, not a finish line. It’s the follow-through, recognition, and everyday connection that truly make the difference.

Whether you're refining your review process or looking for simple ways to motivate your team, Prezzee’s digital gift cards are an easy, flexible way to show appreciation and drive engagement. With instant delivery, personalisation options, and hundreds of leading brands to choose from, they're a powerful way to turn feedback into fuel — no matter where your team is based.

Because at the end of the day, engaged teams are built on thoughtful leadership, meaningful recognition, and consistent care. EOFY is your moment — make it count.

FAQs: EOFY reviews and employee engagement

EOFY reviews and employee engagement strategies can raise a lot of questions — especially when you’re trying to strike the right balance between performance and people. Below, we’ve answered some of the most common questions team leaders and HR professionals ask when it comes to team engagement, mid-year reviews, and building a motivated workforce.

What is meant by team engagement?

Team engagement refers to the emotional connection and commitment employees feel toward their team, their work, and their organisation. Engaged teams are more collaborative, motivated, and invested in shared goals—making team engagement a key factor in business success.

What does good team engagement look like?

Good team engagement shows up in both behaviour and outcomes. Engaged teams communicate openly, support each other, contribute ideas, and go the extra mile. They’re more likely to stick around, hit their targets, and contribute to a positive, high-performing workplace culture.

What are the 4 C’s of employee engagement?

The 4 C’s often used to frame employee engagement are Connection, Commitment, Contribution, and Confidence. Together, these pillars reflect how supported employees feel, how aligned they are with the company’s goals, and how empowered they are to perform their best.

What are the pillars of team engagement?

The key pillars of team engagement typically include communication, recognition, growth, trust, and purpose. When these elements are consistently nurtured, teams feel more connected and motivated, resulting in better collaboration and higher productivity.

What are the 4 E’s of employee engagement?

The 4 E’s stand for Enable, Engage, Empower, and Energise. These represent the actions leaders can take to ensure employees have what they need to succeed, feel involved in the process, are trusted with responsibility, and remain motivated day to day.

What is the ladder of engagement?

The ladder of engagement is a framework used to describe increasing levels of employee involvement, starting from passive interest and moving toward active leadership or advocacy. It helps organisations understand how to move employees from disengaged to fully engaged over time.

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There’s something about the final stretch of the financial year that makes time feel like it’s speeding up — and slowing down — all at once.

Your team’s juggling targets, reports, wrap-ups, and probably a few too many tabs open. Team motivation might be dipping, focus might be scattered, and energy? It’s running on fumes.

But here’s the upside: this is also one of the most powerful times to rally your team. With clear goals, thoughtful recognition, and a few well-timed morale boosts, you can turn EOFY pressure into momentum.

Whether you’re leading a sales team chasing ambitious KPIs or managing a crew just trying to cross the finish line, this guide is here to help. We’ll walk through simple, practical ways to re-energise your people — no intense budget required. From goal-setting to gratitude, and quotes to quick wins, it’s all here.

Let’s turn the final quarter push into something worth celebrating.

2. Understanding what drives team motivation

Before you can boost motivation, you need to understand what actually drives it.

At its core, team motivation comes from two sources: intrinsic (internal) and extrinsic (external). Intrinsic motivation is when people feel genuinely engaged in the work — because it’s meaningful, interesting, or personally rewarding. Extrinsic motivation, on the other hand, is all about external rewards: targets, bonuses, praise, or that Friday afternoon wrap-up drink.

Both matter. And during crunch periods like EOFY, external motivators often take the lead. The trick is knowing how to use them without burning your team out.

So — how do you motivate a team when the pressure’s on?

Start by tapping into three things that fire up team motivation across the board:

1. Progress:

People feel more energised when they can see that they’re moving forward. Break big goals into smaller milestones and track the wins.

2. Purpose:

Don’t just focus on the “what” — remind your team of the “why.” What does hitting this goal mean for your customers, their careers, or the wider business?

3. Appreciation:

It’s simple, but powerful. A “thank you,” a shoutout, or a small Prezzee gift can go a long way in keeping spirits high.It also helps to recognise that motivation isn’t static — especially at this time of year. Energy naturally ebbs and flows. Some people are powering through to hit their targets. Others are coasting on autopilot. Your job as a leader isn’t to push harder — it’s to help unlock what makes each person tick.The better you understand how to motivate a team on an individual level, the easier it becomes to lift the whole group.

3. How to motivate a team under pressure

When the pressure’s on, team motivation can go one of two ways. It either fuels momentum — or it grinds people down.If your team is hitting the mid-year wall, it doesn’t mean they’ve checked out. More often, it means they’re overwhelmed, overextended, or just unsure how they’re tracking. That’s where great leadership makes all the difference.So, how do you motivate a team when time is short and the stakes are high?

Break big goals into smaller wins

That looming target on the dashboard might feel intimidating. But breaking it into smaller milestones makes progress feel real and achievable. Celebrate the mini wins — they create momentum, and momentum is motivating.

Make progress visible

Use leaderboards, dashboards, or even a shared team Slack thread to track how things are going. The more your team can *see* that they’re making headway, the more likely they are to keep pushing.

Dial up the purpose

EOFY can feel transactional — numbers, spreadsheets, deadlines. But behind every target is a reason. Maybe it’s about helping customers. Maybe it’s securing funding for new hires. Remind your team what success actually unlocks.

Build recognition into your rhythm

When the pressure’s on, appreciation often falls off the list. Flip that. This is when recognition matters most. A quick thank you, a shoutout in your team chat, or a Prezzee gift card dropped into someone’s inbox can be the thing that turns their day around.

Set the tone from the top

Your team will take their cues from you. If you’re calm, clear, and confident, they’ll mirror it. If you’re panicked or disconnected, they’ll feel it. Model the mindset you want to see — and stay human. EOFY is a test of focus, sure. But it’s also a chance to build trust, rally your team, and finish strong together. Because team motivation doesn’t come from pressure alone — it comes from feeling supported in the middle of it.

4. How to motivate a sales team (even without money)

Sales teams often carry the biggest targets and the most visible KPIs — especially as EOFY looms. But what happens when budgets are tight, bonuses are limited, or your people just need more than a commission carrot?Turns out, motivation doesn’t have to cost a thing. You can still inspire, energise, and reward performance in ways that feel meaningful — even without throwing money at it.Here’s how to motivate a sales team when incentives are limited, but expectations are high.

Shine a light on effort, not just outcomes

Salespeople are used to being measured on results. But not every call, pitch, or follow-up leads to a close — and effort deserves recognition too. Celebrate consistency, smart risk-taking, and attitude. Show your team that you’re watching *how* they show up, not just what they close.

Tell customer stories

Reconnect your team with the real-world impact of their work. Share feedback from happy clients, success stories, or even “wins we almost got.” Sales can feel transactional — reminding your team of the human side boosts morale and meaning.

Run short, fun team challenges

Gamify the grind. Try low-stakes challenges like “most follow-ups in a day,” “creative outreach of the week,” or “biggest bounce-back from a rejection.”

Make wins visible and shareable

Set up a #wins channel, start team meetings with good news, or send a “leaderboard snapshot” on Friday afternoons. When people see momentum building, they want in.

Let them take the wheel

Empower your team to lead something — a training session, a roleplay, a pitch brainstorm. It builds ownership, confidence, and connection across the crew.

Say thank you — often

Sales can be a rollercoaster. And sometimes, what keeps someone in the game isn’t a commission — it’s knowing their effort is valued. Whether it’s a callout in a meeting, a personalised note, or a small surprise reward, gratitude goes a long way. Because at the end of the day, team motivation doesn’t come from money alone. It comes from feeling seen, supported, and fired up to keep going.

5. Sales team motivational quotes

Sometimes it’s a powerful quote that lands. Other times, it’s a simple, straight-up line from a teammate or team lead that hits the right nerve. Here’s a mix of both — ready to share, repeat, or remix in your next team meeting.

• ‍“You may encounter many defeats, but you must not be defeated.” – Maya Angelou
  Great for bouncing back after a lost deal. Resilience is everything in sales.
• ‍“Success is the sum of small efforts, repeated day in and day out.” – Robert Collier
  Perfect for steady grinders. Every follow-up counts.
• ‍“Don’t wait for the stars to align — reach up and rearrange them how you want.” – Pharrell Williams
  Creative, energetic — good for snapping a team out of autopilot.
• ‍“You are your best thing.” – Toni Morrison
  For those quiet achievers who need a confidence boost. ‍
• “The biggest risk is not taking any risk.” – Scott Farquhar
  A local legend’s reminder that bold moves pay off.
• ‍“Have a crack. What’s the worst that can happen?” – Every Aussie manager, ever
  Simple. Relatable. Gets a laugh — and maybe a closed deal.

Everyday Phrases That Actually Work

And sometimes, you just need something simple and tried-and-true to get the team where they need to be. Here are a few classics that have helped reset the vibe, refocus attention, or lift morale — fast:

• “That one didn’t land — and that’s okay. What’s next?”
  For bouncing back after a rough call or missed target.
• “We’re not chasing perfection, we’re chasing progress.”
  When the team’s stuck overthinking or second-guessing.
• “You’ve done the work. Trust it.”
  A confidence boost when nerves or doubt creep in.
• “Let’s get scrappy and go again.”
  Helps to keep the energy light when it’s time to reboot.
• “One good call. That’s all it takes today.”
  A motivating nudge when someone’s struggling to start.
• “We’re closer than we think.”
  Perfect for the home stretch. Helps reframe and refocus.

6. Build a culture that fuels performance

End-of-financial-year pressure might be seasonal — but team motivation shouldn’t be.

The most effective leaders know that motivating a team isn’t about a last-minute sprint. It’s about building a culture where people feel seen, supported, and energised year-round. That kind of environment doesn’t just help you hit EOFY targets — it helps your team thrive long after the reporting dust settles.

So whether you’re managing a sales team, a hybrid crew, or a bunch of high-performers running on low fuel, the same principles apply. Break the work down. Make progress visible. Celebrate small wins often. And most importantly — make people feel appreciated.

When people feel valued, they bring their best. So as EOFY approaches, don’t just focus on what your team needs to do — focus on what they need to feel.

That’s how you build motivation that lasts.

FAQs: Motivating Teams at EOFY

EOFY can put a lot of pressure on teams — but it’s also a huge opportunity to build momentum, connection, and pride. Here are some quick answers to common questions about keeping teams motivated when it matters most.

How do you motivate a team under pressure?

Start by simplifying the message. Pressure can make things feel overwhelming, so your job is to create clarity. Break big goals into smaller wins, communicate frequently, and keep the energy supportive, not frantic. Motivation grows when people know what to do next — and feel confident doing it.

What’s the best way to motivate a sales team without bonuses?

Recognition, ownership, and connection are your secret weapons. Public shoutouts, team-driven contests, or even asking a rep to lead a session builds pride and momentum. Prezzee gift cards also help — they’re flexible, personal, and fast. Most importantly, show your team that their effort isn’t going unnoticed just because money’s tight.

What if my team just seems burned out?

Acknowledge it openly — don’t pretend everything’s fine. Check in one-on-one to understand what’s draining them. Then act: reprioritise, cut unnecessary tasks, and give permission to pause. Even small shifts, like letting the team finish early on Friday, can make a big difference. When people feel human at work, they recover faster.

How often should I recognise team efforts?

More than you think. Especially at EOFY, when the finish line is close but the workload is heavy, frequent recognition keeps motivation alive. Mix it up — a Slack shoutout, a handwritten note, or a quick surprise Prezzee can all show your team you see them. The goal: make appreciation part of the rhythm.

How do I keep motivation high after EOFY ends?

Use EOFY as a springboard, not a finish line. Host a team debrief to celebrate wins, reflect on what worked, and reset for the new quarter. Involve your team in planning what comes next — when people help shape the vision, they’re more invested in the outcome.

How does team motivation impact results?

Motivated teams don’t just work harder — they work smarter. They collaborate more, bounce back quicker, and are more likely to go the extra step. Especially during EOFY, when pressure is high, team motivation is often the difference between surviving the sprint… and finishing strong.