What drives us at work?
What drives us at work?
5 minutes
Every leader wants their team to feel motivated, but the things that give us energy can be completely different. We’ve all had days where work feels energising, and days where it feels harder to get going.
For instance, one person lights up when they achieve big results. Another thrives when they feel included and supported, and someone else feels most motivated when they are learning something new!
Motivation isn’t something you apply to people, it is something you uncover.
How often do we pause to understand what’s actually driving people’s energy? When people feel unseen in what drives them, their motivation and can fade quietly. Research from Gallup shows that when people feel recognised and understood at work, their engagement and wellbeing increase significantly.
When you connect with what truly motivates each person, teams experience benefits such as:
- More focus and follow-through
- Better collaboration and support
- Sustainable performance, not just short bursts of effort
Think about a recent moment where you felt really motivated, what helped create that? The same principles apply for your team.
Psychologists often describe two main types of motivation:
Intrinsic motivation – feeling motivated by pride, purpose and growth.
Examples: making progress on something meaningful, building mastery, having autonomy.
Extrinsic motivation – feeling motivated by visibility, rewards and status.
Examples: recognition from others, titles, bonuses, formal reward systems.
Self-Determination Theory (Deci & Ryan) suggests that when people feel a sense of competence, autonomy and belonging, motivation rises naturally and is more likely to last.
Most people need both intrinsic and extrinsic drivers, but usually one matters more. When you understand which motivators to lean into for each person, you can shape work, recognition and support in ways that feel personal and energising.
This is a simple way to understand what energises people and take action that helps them feel motivated more often. Choose one team member this week and ask:
“What’s something at work that’s been giving you energy lately?”
Listen for what they are talking about most. This is a simple way to understand what energises people and take action that helps them feel motivated more often. Do they focus on achievement and results, on connection and people, on learning and growth, or on having clarity and predictability?
Then explore the Motivation Map in the Framework below. It’s a simple frame to help you understand what energises each person on your team and to help them feel motivated more often.
