How to Actually Motivate Your Team

Everyone agrees that motivation matters, yet very few organisations know how to build it consistently.

Even the worst bosses will tell you that a motivated team is better. But there’s a big difference between acknowledging the value of motivation and actually creating it.

Most managers are either:

Guessing what motivates their team

Relying on generic perks

Or only reacting when motivation is already lost

Instead, motivation needs to be built intentionally, through habits, structure and leadership.

The Five Principles of Motivation

1. Run regular one-to-ones

If you're not meeting your team regularly, you won’t know what’s behind a drop in motivation. Weekly or fortnightly check-ins are crucial. Not for the to-do list, but for the person.

2. Ask what they need

Motivation often fades because people don’t feel supported. Don’t guess. Ask. A simple, “What do you need from me this week?” opens up a better conversation.

3. Re-clarify the goal

People lose motivation when the target is unclear. Remind them what success looks like and why it matters. Clarity isn’t just helpful – it’s energising.

4. Recognise the effort

You can’t only show up when things go wrong. People need to know their effort is seen. Recognition fuels morale more than most managers realise.

5. Follow through

This one makes or breaks trust. Don’t make promises you won’t keep. If you say you’ll support someone, act on it. Nothing kills motivation faster than being let down.

Common Misconceptions That Kill Motivation

“They should be self-motivated.”

Autonomy helps, but it doesn’t replace leadership. Good managers build the conditions for motivation, they don’t just hope for it.

“It’s just about bonuses or perks.”

Extrinsic rewards play a role, but they don’t sustain long-term engagement. Motivation is built day to day through how people are treated.

“If they’re not speaking up, they must be fine.”

Silence often means disengagement. If someone isn’t voicing concerns, it might be because they don’t feel safe to.

Final Thoughts

The big takeaway? Motivation doesn’t come from pressure, perks or pep talks. It comes from structure, consistency and care.

When managers lead with intention - checking in, asking questions, recognising effort - they create teams that are not only more motivated but also more resilient and productive.

If you’re managing people in 2025, your job isn’t just to delegate work. It’s to create the conditions where great work can happen. And that starts with building the habits that keep motivation alive.