How to Increase Motivation in the Workplace and Drive Results
- Understanding Motivation in the Workplace
- Effective Strategies to Increase Motivation in the Workplace
- Leadership’s Role in Fostering Motivation
- Overcoming Barriers to Employee Motivation
- Measuring Motivation and Its Impact on Performance
- Long-Term Strategies for Sustaining Employee Motivation
- Empower Your Team by Prioritizing Motivation
Motivation is the foundation of a productive, engaged, and successful workplace. Employees who feel motivated are more likely to invest fully in their roles, generate innovative ideas, and contribute to a thriving organizational culture.
But motivation doesn’t just happen by chance—it’s cultivated. Leaders play a crucial role in creating an environment where motivation can flourish, empowering their teams to achieve their best and drive meaningful results.
Understanding Motivation in the Workplace
Motivation is a fire from within. If someone else tries to light that fire under you, chances are it will burn very briefly.
What Drives Motivation at Work?
Workplace motivation is influenced by a combination of intrinsic and extrinsic factors. Intrinsic motivators are internally driven and include a sense of personal growth, meaningful work, and the satisfaction of achieving goals. For instance, an employee may feel deeply fulfilled when working on a project that aligns with their personal values or when mastering a new skill. That sense of purpose is what truly drives employee engagement and keeps teams feeling motivated at work.
In contrast, extrinsic motivators come from external rewards—such as promotions, recognition, and financial incentives. These rewards provide reinforcement for efforts and encourage sustained performance. While recognition of contributions is key for both engagement and motivation, many external incentives—sometimes called “hygiene factors”—can prevent outright dissatisfaction but aren’t typically drivers of sustained engagement. They’re what’s necessary to get someone through the door and may potentially keep them there for a while, but those rewards may not offer the level of connection and fulfillment required for long-term motivation.
Ultimately, leaders must balance both types of motivators. Recognizing intrinsic needs—like providing meaningful challenges and opportunities for development—alongside extrinsic motivators, like celebrating achievements and offering tangible rewards, ensures employees feel both supported and valued. This holistic approach inspires individuals to excel while fostering a culture of sustained engagement.
The Impact of Employee Motivation on Business Outcomes
Motivated employees are the engines that drive business success. When teams are engaged, the benefits are clear: increased productivity, higher-quality work, and enhanced innovation. For example, a team motivated to achieve shared goals is more likely to collaborate effectively and propose creative solutions to business challenges.
Organizations that prioritize motivation also enjoy higher retention rates, as employees who feel appreciated and supported are more likely to stay. This not only reduces turnover costs but also strengthens institutional knowledge and continuity. In fact, Gallup research shows that higher levels of employee engagement correlate with 11 different performance outcomes, including higher productivity, profitability, well-being, and customer loyalty, as well as lower rates of absenteeism, attrition, and safety incidents.
In short, motivation isn’t just about individual performance; it’s a strategic advantage that drives organizational excellence. So, how can your organization cultivate that strategic advantage?
Effective Strategies to Increase Motivation in the Workplace
Open communication is essential for creating a motivated and engaged workforce. When employees feel their voices are heard and their input is valued, they develop a stronger sense of ownership and connection to their work. Leaders should create an environment where feedback flows in all directions—upward, downward, and across teams.
Set Clear Goals and Expectations
Nothing is more motivating than belonging to a team of people who know the goal and align themselves to get there.
Clear and achievable goals are essential for driving employee motivation. People perform their best when they understand what is expected of them and how their work contributes to broader objectives. For instance, The 4 Disciplines of Execution® framework highlights the importance of focusing on Wildly Important Goals®. By identifying and prioritizing these critical goals, leaders align team efforts with the tasks that have the greatest impact.
To build motivation, break objectives into manageable steps, provide regular updates, and ensure employees have the resources they need to succeed. Communicating expectations clearly helps employees focus their energy on meaningful outcomes, creating a shared sense of purpose and direction.
Recognize and Reward Achievements
Recognition is one of the most powerful and immediate ways to boost employee morale and motivation. Celebrating achievements, whether through formal rewards or informal acknowledgments, reinforces positive behavior and creates a sense of accomplishment. Employees who feel seen and valued for their contributions are more likely to stay engaged and perform at a high level.
To make recognition effective, leaders should prioritize three key elements:
- Timeliness: Acknowledge achievements promptly to reinforce their significance.
- Specificity: Clearly state what was achieved and why it mattered.
- Authenticity: Ensure recognition is genuine and reflects an understanding of the employee’s efforts.
Simple gestures—such as a heartfelt thank-you, team shoutouts, or celebrations for milestones—can go a long way in building a culture of appreciation and motivating employees to keep striving toward excellence.
Provide Opportunities for Growth
Opportunities for professional development and career advancement are critical motivators for long-term engagement. According to the 2025 Workplace Learning Report, organizations that prioritize career development lead the way in top indicators of business success, including retention, profitability, and technological adoption.
That report also found that organizations that exhibit high scores on the Career Development Index also have higher rates of job promotions and engaged learners. This correlation comes as no surprise, as employees want to know that their organization is invested in their growth and that their efforts today will lead to future opportunities.
Leaders can support this by offering tailored development initiatives, such as:
- Training Programs: Equip employees with new skills to expand their capabilities and provide a variety of learning opportunities to prepare for a rapidly changing world.
- Mentorship Opportunities: Pair employees with experienced leaders or peers to guide their career growth and help them master their craft.
- Pathways for Advancement: Define clear steps for career progression within the organization.
When employees see a path forward and have the tools to grow, they develop a stronger sense of purpose and commitment to the organization. Leaders who proactively identify and support these opportunities foster a motivated, future-focused workforce.
Leadership’s Role in Fostering Motivation
The problem of leadership today is that managers are still applying the Industrial Age control model to knowledge workers. They fail to tap into the highest motivations, talents, and genius of their people.
Motivation starts at the top. Leaders have a profound impact on how employees perceive their work and their role within the organization. By fostering trust and empowerment, leaders can create an environment where individuals feel motivated to contribute their best. Below are two critical ways leadership drives motivation.
Build a Culture of Trust
As Stephen R. Covey said, “Trust is the highest form of human motivation.” It’s also the cornerstone of a motivated and engaged workforce. When employees trust their leaders, they feel safe to take risks, share ideas, and invest fully in their roles. Trust fosters a sense of security and mutual respect, which is essential for building long-term engagement.
In contrast to the outdated Command & Control style of leadership, the Trust & Inspire leadership model emphasizes that trust-based relationships are key to unlocking potential within teams. Leaders who demonstrate authenticity, reliability, and transparency create a foundation of trust that allows employees to thrive. Simple actions such as listening actively, empathizing with challenges, and following through on commitments help leaders cultivate trust over time.
When trust is present, employees feel valued, supported, and motivated to perform at their highest level.
Empower Employees with Autonomy
Empowerment is a powerful driver of motivation. Employees who have control over their work are more likely to take ownership of their tasks and feel a deeper connection to their contributions. Autonomy also promotes creativity, as individuals have the freedom to explore innovative approaches to problem-solving.
Leaders can empower their teams by:
- Delegating meaningful responsibilities that align with employees’ strengths.
- Encouraging employees to make decisions and solve problems independently.
- Providing the tools, training, and resources employees need to succeed.
When leaders trust their teams to make decisions and take initiative, it sends a clear message: Their team’s contributions are valued, and their leaders trust them to deliver results. This sense of ownership and personal investment fosters engagement and helps individuals reach their full potential.
Overcoming Barriers to Employee Motivation
Even in the most motivated teams, barriers like burnout and underperformance can arise, threatening productivity and morale. Addressing these challenges requires leaders to be proactive, implementing strategies that support employees and reignite engagement.
Addressing Burnout and Fatigue
Burnout and fatigue are some of the most significant obstacles to workplace motivation. Overwhelmed employees are more likely to disengage, leading to lower productivity, decreased morale, and even higher turnover rates. To combat these challenges, leaders must make employee well-being a priority.
Strategies to address burnout include:
- Encouraging Work-Life Balance: In the workplace, leaders can help their reports combat burnout by promoting practices such as taking regular breaks, ensuring workloads are reasonable, and making full use of paid time off. By helping employees manage personal and professional responsibilities, leaders can help their teams stay motivated at work.
- Modeling Renewal Habits: You can’t cut down a tree with a rusty saw. Habit 7: Sharpen the Saw®, one of the timeless principles found in the 7 Habits of Highly Effective People®, encourages individuals to regularly renew each of the four dimensions—body, heart, mind, and spirit—to improve vitality and motivation. Leaders who model this habit of renewal for their teams illustrate the importance of self-care to combat burnout.
- Conducting Regular Check-Ins: Effective leaders understand the importance of regular check-ins to not only monitor progress but to assess employee stress, time management, and skill mastery. Leaders should schedule weekly or bi-weekly 1-on-1 meetings to provide ongoing support, career growth updates, and shared problem-solving for continued engagement. Download our free guide to access 100+ questions for better 1-on-1s.
When leaders actively prioritize well-being, they foster a culture where employees feel cared for and empowered to recharge. This not only helps combat burnout but also sustains long-term motivation.
Managing Underperformance and Low Engagement
Underperformance and low engagement can have ripple effects across a team, affecting morale and productivity. These issues often stem from unclear expectations, insufficient support, or a lack of alignment between employees’ roles and their strengths.
Steps to Address Poor Performance
- Open Communication: Start with a conversation to understand the root causes of underperformance. Is the employee facing personal challenges, unclear goals, or skill gaps? Begin the conversation from a place of curiosity and openness.
- Provide Constructive Feedback: Frame feedback as an opportunity for growth, focusing on behaviors and outcomes rather than personal criticism.
- Develop Collaborative Action Plans: Work together to set clear goals, define expectations, and identify the resources or training needed to succeed.
- Monitor Progress and Offer Support: Regularly check in to provide encouragement, celebrate improvements, and adjust plans as necessary.
By addressing issues with active listening and problem-solving mindset, leaders can re-engage employees and set them on a path toward success. Habit 5: Seek First to Understand, Then to Be Understood® teaches leaders how to honor others’ perspectives and respond with respect. This supportive approach not only resolves individual challenges but also reinforces a culture of accountability and a growth mindset within the organization.
Measuring Motivation and Its Impact on Performance
Motivation is most effective when it is regularly assessed and adjusted based on results. By tracking employee engagement and performance, leaders can determine whether their strategies are driving meaningful change and refine their efforts for greater impact.
Send Out Employee and Culture Surveys
Employee engagement surveys and culture are powerful tools for understanding motivation levels across the organization, as well as how connected your teams are to your mission and the state of your current culture.
You can maximize the potential impact of employee surveys by:
- Asking Specific Questions: Focus on topics like recognition, growth opportunities, trust in leadership, and cultural connection to pinpoint areas that may need further attention and improvement.
- Analyzing Trends: Look for patterns in responses to identify common issues or areas of strength.
- Acting on Feedback: Share results transparently with employees and outline clear action plans based on their input.
Regularly gathering and responding to employee feedback demonstrates a commitment to continuous improvement and builds trust, which further strengthens motivation.
Establish Performance Metrics
When your team begins to see a big goal moving as a direct result of their efforts, they will know they are winning. And we have found nothing that drives the morale and engagement of a team more than winning.
Tracking key performance metrics helps leaders assess not only the progress being made on important team or company goals but also the effectiveness of their motivation strategies. Metrics like productivity, employee retention, and customer satisfaction can indicate how engaged and motivated employees are in their roles.
Within the 4 Disciplines of Execution system (4DX®), leaders and teams can establish their Wildly Important Goal (WIG®), as well as the sub-WIGs needed to support their larger initiatives. Reporting weekly on the progress being made and identifying the direct impact of individual efforts on team achievements can amplify engagement and motivation among team members.
Tracking Performance With 4DX
- Focus on the Wildly Important: Narrowing the focus to just one top priority—a goal that won’t be achieved without special attention—allows teams to create a singular measure of success. By identifying where you are now, where you want to go, and when you want to get there, you’ll create a shared road map that gets everyone on board.
- Act on the Lead Measures: 80% of your results come from just 20% of your activities. Are you focusing on the right ones? Identifying your lead measures (the critical behaviors and activities that actually help you achieve your goals) and ensuring team members act on them will help each person move the needle.
- Keep a Compelling Scoreboard: People play differently when they’re keeping score—and the right kinds of scoreboards will motivate players to win. It doesn’t need to be complex; in fact, just a few simple graphs will quickly show leaders and teams whether they’re on track or need to recalibrate. Staying “right and tight” on the 4DX scoreboard shows employees that they’re making expected progress and are well on their way to achieving the goal.
- Create a Cadence of Accountability: None of these efforts matter if you’re not tracking your progress or are accountable for your results. Each week, leaders and teams come together to highlight successes, analyze failures, and correct course as needed. During these quick meetings, each team member commits to one or two of the most important activities they can do each week that will have the biggest impact on the scoreboard and review how their weekly efforts affect those outcomes.
A motivated workforce typically delivers higher-quality work, builds stronger client relationships, and contributes to better overall business outcomes. Tracking these metrics ensures leaders can adapt strategies to maximize results and align team members around key priorities.
Download our free guide: 8 Ways to Boost Your Team’s Commitment to Goals
Track Training and L&D Participation
The 2025 Workplace Learning Report revealed that 91% of learning and development professionals say that continuous learning is more important than ever for career growth and success. What’s more, SHRM reveals that nearly 70% of workers say they would stay with their current employer throughout their career if their organization made an effort to upskill them.
It’s clear that today’s employees are looking for training and learning opportunities at work. But even organizations that already provide robust L&D programs may not have clear insights into how those programs are being implemented or the impact they’re having on organizational goals.
How to Drive Employee Motivation With Your L&D Program
- Customize learning journeys: Today’s organizations often require a mix of in-person and video learning to accommodate a wide range of working environments for employees. Additionally, some learning modules may be implemented company-wide, while others must be more specifically tailored for individual departments. Providing the flexibility to master in-demand skills in a way that works best for each employee can keep teams learning, growing, and engaged.
- Align content with business goals: When employees feel connected to their organization’s mission and goals, engagement thrives. Be sure that your L&D program’s offerings can close critical skills gaps and set your organizational strategy up for success. L&D programs and platforms that offer the ability to organize and prioritize the content that matters most for your business can provide additional clarity around your goals and ensure team progress is aligned with those initiatives.
- Track participation and automate implementation: To evaluate the success of L&D programming and employee engagement, organizations need a high level of visibility. Being able to easily measure participation and outcomes will provide organizations with key insights to drive more strategic learning and development decisions that keep teams motivated during every stage of their career.
Learn how the FranklinCovey All Access Pass® can help your L&D leaders keep teams engaged.
Long-Term Strategies for Sustaining Employee Motivation
Sustained motivation requires a long-term commitment to creating an environment where employees feel empowered, aligned with organizational goals, and inspired to contribute their best.
Creating a Positive Work Environment
A positive, welcoming workplace culture is essential for keeping employees motivated over the long term. People thrive when they feel respected, supported, and valued for their unique contributions.
How to Foster a Welcoming and Positive Culture
- Encourage Collaboration: Create opportunities for teamwork that build camaraderie and trust. Look for ways to Think Win-Win® and Synergize® to promote an abundance mindset where everyone’s voice is heard and appreciated.
- Foster Connection, Respect, and Trust: Modeling the 13 Behaviors® of High Trust and the 4 Cores of Credibility demonstrates character and competence—essential components of trust-building at work. By increasing trust and honoring each person’s perspective, experiences, and talents, leaders can help team members feel connected to their work and build lasting relationships for sustained motivation.
- Celebrate Successes: Recognize both individual and team achievements to reinforce a culture of appreciation. Whether it’s a genuine verbal acknowledgment of excellent work and appreciation or an official award, leaders can make a notable difference in the emotional connection their teams have to their jobs and their direct contributions.
A workplace where employees feel they belong helps sustain engagement, boost morale, and drive consistent motivation.
Aligning Individual Purpose with Company Goals
Employees are most motivated when they understand how their work contributes to the organization’s mission and aligns with their personal values. Connecting individual purpose to company goals fosters a sense of fulfillment and commitment.
To create alignment, leaders must start by sharing the company’s mission and explaining how every role supports it. Within the 4 Disciplines of Execution, leaders must communicate the overarching Wildly Important Goal and explain how sub-WIGs and specific activities or behaviors help everyone achieve that larger goal. Each individual team member is accountable for how their sub-WIGs and weekly commitments impact team progress, which rolls up to the departmental or organizational goal.
By reporting on progress each week and establishing the most impactful behaviors to engage in to expand on that progress, teams will see how their efforts move the needle in real time. That sense of winning allows employees to see their work as meaningful—prompting engagement, loyalty, and motivation over the long term.
Are your teams focused on the right activities? Download our free 80/20 Activity Analyzer to create alignment around goals and make a bigger impact.
Empower Your Team by Prioritizing Motivation
Motivation is the foundation of workplace success, and leaders play a pivotal role in cultivating it. By setting clear goals, recognizing achievements, and building trust, leaders create an environment where employees feel valued, empowered, and inspired to excel. Addressing barriers to motivation, tracking its impact, and committing to long-term initiatives ensures lasting engagement and performance.
When leaders prioritize work motivation and invest in their people, they unlock transformative potential—fostering success for both employees and the organization.
Ready to improve employee motivation at your organization? Download our free thought leader guide, Mastering the Art of Employee Engagement: A Practical Guide for Reckoning with “The Great Stay.”