Some people show up because they have to. Others show up because they want to.
The difference? Motivation!
At Elev-8, we work with managers trying to get the best from their teams — and one of the most overlooked skills is understanding what actually drives people. Not what’s written on a bonus scheme. Not what the company hopes will matter. But what really fuels someone to put in effort, stretch themselves, and feel proud of what they deliver.
And here’s the challenge — motivation is personal. It’s not one-size-fits-all.
Why this matters
If you want to shift performance, you have to shift what people care about. Research shows that when people feel intrinsically motivated — driven by purpose, mastery, or autonomy — they don’t just work harder. They work smarter, stay longer, and care more.
But when managers default to external rewards, generic praise, or ‘one-style-fits-all’ motivation tactics, it often backfires.
Motivation isn’t about cheerleading. It’s about climate.
The best managers take time to understand what matters to each person. They flex their approach. They create the kind of environment where people want to do well — not because they have to, but because they want to contribute.
That’s where the real performance uplift happens.
A quick pulse-check
- Do you know what drives each of your team members?
- Are your 1:1s focused more on task than on purpose?
- Do you notice when someone’s disengaging early enough to do something about it?
If not, you might be guessing at motivation — and missing opportunities to unlock it.
Try this with your team: The “Motivation Map”
This one’s simple, but revealing. Ask each team member:
“What kind of work makes you feel most energised?”
“When do you feel most appreciated or recognised?”
“What does ‘progress’ look like for you this year?”
Use their answers to map motivators across the team — things like:
- Autonomy: Freedom to make decisions or shape their work
- Mastery: A desire to get better at something
- Purpose: Doing something that matters
- Connection: Being part of a supportive team
- Recognition: Feeling seen for their contributions
Once you know what lights people up, you can create opportunities that align with their drivers — not just yours.
Final thought – Performance follows purpose
You can’t ‘make’ people motivated. But you can create the conditions where motivation flourishes.
And that starts with curiosity. When managers take the time to ask, listen, and adapt? The impact is potent!
Teams work harder, stay longer, and perform better. Not because they’re told to. Because they care.
At Elev-8, we believe every manager can learn how to unlock discretionary effort, not through pressure, but through presence and purpose.
Want to go deeper?
Inspire and motivate is one of 30+ proven, practical sessions in our Ready to Go suite of management development topics. Built to help your managers lead with clarity, courage and care.
Let me know when you’re ready for the SEO pack, LinkedIn post or TikTok script.
