The Psychology of Motivation: Keeping Yourself & Your Team Engaged
Engagement is slipping. Morale feels fragile. Even the highest performers are hitting walls.
In 2020, 36% of U.S. employees reported being engaged at work.
Today? That number’s dropped to just 31%.
Globally, it’s even more sobering: only 15% of employees say they feel actively engaged in their work.
It’s easy to point to burnout, layoffs, and budget freezes. But beneath the surface, this is about something deeper, about meaning, momentum, and connection.
As leaders, we don’t just manage output. We shape environments that either fuel motivation, or drain it.
The (often overlooked) science of workplace motivation
While we often assume people are driven by pay or perks, research from TINYpulse by WebMD Health Services tells a different story.
→ Peer motivation drives 20% of employees
→ Feeling encouraged or recognized fuels another 13%
→ And only 15% say money is their primary motivator
Yes, compensation matters. But so does clarity. So does trust. So does being seen.
Gallup’s research reinforces this: when employees feel trust, compassion, stability, and hope from their leaders, engagement soars:
✔️ When leaders are trustworthy, engagement increases 6x.
✔️ When employees feel cared for, they’re more productive, loyal, and profitable.
✔️ sense of stability boosts engagement 9x.
✔️ And when people feel hopeful about the future? They’re 69x more likely to be engaged.
So how can we harness this influence and create environments where motivation thrives?
From passive to purposeful
Motivation isn’t a lightning strike you sit around waiting for. It’s a system that you can build. It thrives in environments where leaders:
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Align work with purpose
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Recognize contributions early and often
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Give people room to grow
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Ask, don’t assume
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Make the workplace a place people want to be
Try these 3 motivation moves with your team this week:
→ Ask one team member what motivates them right now
Motivation can shift depending on what’s happening in a person’s life or work. Check in to see what’s lighting a fire for them right now.
Put it into practice: In your next one-on-one, ask: “What’s motivating you today?”
→ Give specific, sincere feedback
Avoid vague praise. Give feedback that highlights the specific action and impact.
Put it into practice: Instead of “Great job,” try: “Your calm tone during the client call helped the whole team feel confident.”
→ Connect work to the bigger picture
Help your team see how their tasks contribute to the larger mission.
Put it into practice: At your next meeting, say: "The way you took time to explain that discharge plan made all the difference, not just for the patient, but for reducing readmissions. That’s how your contribution impacts the whole system."
The fact of the matter
When people feel seen, safe, and inspired, motivation follows. And when motivation thrives, so does everything else, including performance, retention, culture, and results. The list goes on.
So here’s my question for you: What will you do this week to reignite the spark in your team?
Drop a comment and share how you're taking action to get your team re-engaged.
I'm rooting for you!
CURATED PROFESSIONAL RESOURCES
for the leader who wants to dig a little deeper
The Surprising Science of Motivation - TEDTalk by Dan Pink
Elevate Your Team - Robert Glazer
