The art of business with motivation and meaning

A salary or commission might encourage someone to show up, but it won’t sustain their engagement, fulfilment, or productivity.

Today’s workplace requires more than just attendance. To create a team driven by energy and passion, it’s essential to offer something deeper — a sense of purpose, belonging, and empowerment.

As a manager, your role goes beyond overseeing tasks. You’re responsible for shaping the culture, motivating minds, and guiding the team toward success.

But how do you create an environment where your team not only survives but thrives?

The key, in my experience, is understanding the balance between motivation, behaviour, and context.

Context, the hidden force

Context influences behaviour more than we often realise. People are not motivated in isolation; they’re shaped by their environment, from office design to team dynamics and your management approach.

A disorganised, chaotic environment can quickly drain motivation.

If you want to inspire your team, begin with the basics: clarity and consistency. Clearly communicate expectations and ensure the goals are meaningful. Build a workplace that supports collaboration, innovation, and focus. A team that understands The Why behind their work will be more invested than one which is left wondering.

But context also includes emotional safety. If your team feels judged, micromanaged, or undervalued, they’ll disengage. Replace criticism with constructive feedback, promote inclusivity, and actively show appreciation. These small changes create a ripple effect, leading to a culture of trust and high performance.

What drives motivation?

Motivation can be either intrinsic or extrinsic. Intrinsic motivation comes from within — it’s the internal drive to do something because it’s rewarding in itself.

Extrinsic motivation, on the other hand, is driven by external rewards like money, promotions, or recognition.

Many organisations focus too much on extrinsic motivators, assuming that financial incentives or titles will keep people engaged. While these can work to some extent, they don’t address the bigger picture.

In my experience, intrinsic motivation is the real engine of sustained performance. It’s what separates an employee who works only for a salary or commission from one who’s genuinely excited to contribute to a project.

Building habits

Motivation alone isn’t enough. Habits — the automatic routines that guide our actions — are what truly sustain change. As a manager, you need to get busy helping your team establish habits that empower them to succeed.

Start by celebrating small wins. People love momentum, and a quick success can build confidence.

Next, create triggers for the behaviours you want to encourage. If you want your team to collaborate more, set up a weekly brainstorming session as a non-negotiable. Research shows that consistent cues — like specific times or places — help new behaviours stick.

Finally, and this is a big one for me, celebrate progress. Recognition, whether it’s a shout-out in a meeting or a simple congratulatory email, reinforces positive habits. When your team sees their efforts acknowledged, they’re more likely to keep pushing forward.

One size NEVER fits all

Every member of your team is different, with their own motivations, strengths, and challenges. Your secret weapon as a manager is adaptability.

Take the time to understand each individual’s abilities, aspirations, and needs. We’ve found tools like personality assessments, one-on-one meetings, and feedback loops can help you get a clearer picture of what drives your team.

From there, tailor your approach. Some employees thrive on public recognition, while others prefer more on private praise. Some need clear instructions, while others excel when given creative freedom.

Flex your management style to suit their needs, and you’ll unlock their full potential.

Also, remember that abilities are not fixed. Skill gaps can be addressed with the right support. Offer training, mentorship, or resources that cater to each person’s growth areas. When employees see that their development matters to you, they become more engaged and committed to their work.

Creating a supportive environment isn’t about being a cheerleader or simply offering perks. It’s about understanding the human side of work — the motivations, habits, and individuality that influence performance.

When done right, you’ll see your team not only achieving more but enjoying the process. And that’s a win for everyone.