Managers – It’s not your job to motivate people!
Many managers believe that motivating people is their role. They often resort to rewards, incentives, or even charismatic speeches to inspire their employees to perform at their best. However, motivation is profoundly personal and intrinsic—it cannot be sustainably injected from the outside.
As business psychologists and executive coaches, we have observed that managers who try to motivate their employees often face short-term success but long-term disengagement. Why? Because motivation that sticks has to come from within the individual.
The manager’s real job is creating an environment that allows employees to discover and nurture their motivation.
In this blog, we’ll explore why this shift in thinking is essential and outline six actionable steps managers can take to cultivate an environment where employees find their internal drive.
Why Intrinsic Motivation Matters
Research shows that intrinsic motivation—driven by internal rewards like personal growth, mastery, and purpose—is far more powerful than extrinsic motivation (like money or recognition). People are more creative, persistent, and satisfied with their work when intrinsically motivated.
But here’s the catch: Managers cannot give intrinsic motivation. What they can do is foster the conditions that allow people to tap into their internal motivation sources. Here’s how.
- Encourage Autonomy
People feel motivated when they have control over their work. That’s the essence of autonomy. Managers who dictate every detail or micromanage inadvertently stifle intrinsic motivation. Giving autonomy doesn’t mean abandoning guidance; it means acting as a coach and giving people space to make decisions and own their work.
Actionable Step: Hone your coaching skills and begin by empowering employees with more decision-making authority. Ask them to propose solutions or set project deadlines. Gradually, you’ll notice that they take more ownership and find motivation in responsibility and freedom.
- Provide Purpose and Meaning
Employees need to understand the “why” behind their work. Without a clear purpose, tasks can feel mundane and disengaging. When people can connect their roles to a greater mission or organisational goal, they are far more likely to feel motivated.
Actionable Step: Frequently communicate the bigger picture. Explain how individual tasks contribute to team goals, customer impact, or the organisation’s mission in meetings. Personalise this connection by aligning tasks with employees’ values and career aspirations when possible.
- Foster Mastery and Growth
People are motivated when they feel they are progressing, learning, and developing their skills. A lack of opportunities for growth or challenge can lead to stagnation and disengagement and is often cited as a reason for leaving an organisation.
Actionable Step: Create opportunities for skill development by offering stretch assignments, mentoring, or cross-departmental projects. Regularly provide constructive feedback and celebrate progress. Focusing on growth helps employees stay motivated by showing them that their efforts lead to personal and professional advancement.
- Create a Culture of Psychological Safety
Intrinsic motivation thrives in environments where people feel safe taking risks, sharing ideas, and failing without fear of punishment. Psychological safety is the foundation of innovation and motivation because it encourages employees to engage fully without holding back.
Actionable Step: Lead by example by being open about your mistakes or uncertainties (this is called situational humility). Encourage your team to voice their opinions, ask questions, and try new approaches. Recognise and reward successes and the effort and learning from taking risks.
- Offer Recognition that Goes Beyond Rewards
While extrinsic motivators like bonuses or promotions have their place, they alone cannot fuel lasting motivation. Recognition must be tied to personal growth, effort, and the individual’s sense of purpose—not just outcomes.
Actionable Step: Instead of defaulting to financial rewards, offer personalised recognition that highlights the meaning of someone’s work. For example, if an employee solves a complex problem, praise them for their perseverance and innovation, not just the result. This reinforces the internal satisfaction of hard work and mastery.
- Cultivate a Collaborative Environment
People are motivated when they feel connected to their colleagues and believe their work contributes to a shared goal. A collaborative, supportive culture fosters this sense of belonging and shared purpose, a key driver of motivation.
Actionable Step: Encourage teamwork by creating opportunities for collaboration, such as cross-functional projects or peer mentoring. Hold regular team meetings where every member can share progress and challenges. Fostering a sense of community and mutual support can help individuals find motivation through their contributions to the team.
Conclusion – From Motivation to Empowerment
Motivation is personal. As a manager, your goal is not to be the source of motivation but to create the right conditions for your team to discover and maintain their own drive. By fostering autonomy, purpose, growth, safety, recognition, and collaboration, you enable your employees to engage fully and authentically with their work.
About the Authors
Chris Welford and Jackie Sykes are executive coaches and business psychologists who specialise in leadership development, team dynamics, and creating high-performance cultures. Focusing on empowering leaders to foster intrinsic motivation and sustainable growth, Sixth Sense helps organisations thrive by building environments where employees can find meaning and purpose in their work.
Start The Discussion