You’ve probably heard of extrinsic and intrinsic motivation. Extrinsic motivation might include rewards like salary increases or bonuses. Intrinsic motivation is more about finding joy and meaning in the work tasks, which in turn affects performance and loyalty. Research indicates that strong intrinsic motivation is a more powerful success factor than extrinsic motivation.

It might be more cost-effective to spend 2,500 NOK per employee on a pleasant party than to shell out an additional 20,000 NOK in salary increases. Creating experiences provides value back to the company, and small investments can yield significant rewards. An employee who feels seen and valued is one who is engaged and willing to roll up their sleeves when needed. They’re someone you can rely on when things get tough.

When results are lacking in a company, many choose to cut perks like massages, fitness memberships, or holiday parties. This may not always be wise. Holiday parties or other social gatherings are crucial for building company culture. The extra bottle of wine for 500 NOK is nothing compared to the salary increase you might be asked for if the only thing keeping the employee there is money.

In a world where time is scarce, Friday happy hours are becoming less frequent. This makes larger, less frequent gatherings even more important.

I have worked extensively with people, from being an aid worker in East Africa to a cinema director and now as Managing Director at Wallmans. Belonging to a place and being included in the team is important no matter where you work or live. It’s about coming together. It doesn’t take much, and it doesn’t have to be fancy, but these moments have effects that leaders may not always consider. Relationships between people and departments improve, which can lead to greater creativity, unity, and higher tolerance for new ideas. With good relationships, "Them and Us" becomes "We."

At Wallmans, we practice what we preach – anything else would be very strange! In the afternoon, before I leave work, I stop by the lounge/kitchen to greet the artists and staff coming on shift. On busy evenings, our employees might walk 40,000 steps, so we’ve decided it’s important for everyone to start their shift around a table with a good meal, and we also end with a meal before they head home.

We have staff parties three times a year: a kickoff at the start of the season, a holiday party (after Christmas!), and a summer party – plus a small lunch before Christmas. Some Saturdays, when we feel it’s needed, we have a “post-show gathering.” We close the doors after the show, have some wine, and enjoy each other’s company. The result is that we roll up our sleeves when challenges arise, whether it’s when the janitor is sick, there’s sweeping to be done at the entrance, or someone is missing in the dishwashing area. The "Wallmans family" helps each other and pulls in the same direction. It primarily creates a good and safe working environment but is also profitable.

Every week at Wallmans, we welcome thousands of guests, and every evening, great memories are made around our tables – and memories are known to be cultural carriers that create shared touchpoints. When the room is filled with colleagues, celebrants, and other guests, and the artists take the stage, magical moments occur. When the HR manager and the accountant get to know each other, good ideas may emerge. When the secretary and the journalist sit next to each other, great stories can be shared and created. When the assistant and the top executive converse, unknown talents, desires, and dreams might surface.

By investing in employees, intrinsic motivation is created, which provides rewards on the other end. My claim is that satisfied employees are not only more effective and content but are also good for business.

Get 10% Off

If you want to book an experience for your employees, use the code WHR10 when purchasing tickets to receive a 10% discount.

Written by: Cecilie Trøan Kjelsaas, Managing Director at Wallmans Oslo.