”What if your employees aren’t lethargic, distracted, or disengaged – just unmotivated?” Employee motivation is an often-overlooked secret to performance and engagement, and it might just be the key to solving some of the biggest challenges you’re facing in your team.
Here’s something I’ve seen in myself – and in hundreds of employee assessments I’ve conducted:
When someone works in a way that taps into their strongest motivators, their energy shifts. They’re more engaged, more productive, and more present – not because someone promised them more money, but because the work means something to them.
“Isn’t Work Just Work?”
If you’re a CEO or HR leader, you’ve probably wondered why your people aren’t more energised or passionate about their work.
You’re not alone – many leaders assume that motivating employees in the workplace is about pay increases, perks, or benefits. And yes, those are important. But motivation runs deeper.
Real, sustainable motivation comes from understanding what drives each person at their core – what psychologists call intrinsic motivation. Things like autonomy, mastery, recognition, creativity, or connection.
And here’s the powerful truth: motivation isn’t random.
It can be measured, mapped, and managed – just like any other part of your business.
The Role of Motivation in Employee Engagement and Retention
Motivation is the invisible engine behind employee engagement.
When someone’s work aligns with their internal drivers, they don’t just do their job – they own it.
This matters because:
- Motivated employees are more productive
- They collaborate better
- They show initiative
- And they’re more likely to stay – a vital element of your employee retention strategy
A tool like SHL’s Motivation Quotient (MQ), one of the psychometric tests we use at Competence SA, helps uncover what those drivers are. Once you know what energises your employees, you can:
- Redesign roles to play to their strengths
- Delegate in ways that increase motivation
- Give feedback that resonates
- Create a culture where people are more engaged and more “sticky”
Motivation and Performance Go Hand in Hand
Classic frameworks like Herzberg’s Two-Factor Theory or Self-Determination Theory show us the difference between extrinsic motivators (like salary) and intrinsic ones (like purpose and growth). And while you can’t ignore hygiene factors like fair pay, improving employee performance often hinges on unlocking the internal factors.
Motivated employees:
- Perform better
- Solve problems faster
- Show up with more passion and energy
- Contribute to a stronger culture
Research carried out by SaaS platform Achievers indicates that three-quarters (73%) of employees say that feeling recognized or motivated would inspire them to be more productive.
Leading with Motivation in Mind
Motivation alone won’t solve every people challenge – it needs to live within a culture of trust, good management, and aligned business strategy. But when leaders understand how to engage employees at an individual level, something powerful happens.
You don’t have to choose between performance and people.
You can build both.
Motivation is not about creating a Pollyanna workplace.
It’s about understanding what drives people – and building a bridge between their internal drivers and your business goals.
It’s not only possible. It’s practical. And it starts with asking:
“What motivates each person on my team?
How can organisations enhance employee motivation at scale?
- Conduct a Motivation Baseline Audit
Use anonymous surveys and interviews to understand intrinsic and extrinsic motivators within your team or make use of a valid and reliable instrument like the MQ. - Invest in Role Fit and Career Conversations
A mismatch between skill and task leads to demotivation. Use the data obtained in step 1 to conduct career conversations that can lead to greater role fit, internal moves, and development paths. - Develop Motivating Managers
Train line managers to spot demotivation early, give effective feedback, and support the unique needs of every employee.
Conclusion
Motivation isn’t about perks and pay alone. It’s about creating a workplace where people feel seen, capable, and connected to purpose. When companies align business strategy with human motivation, they unlock a performance and retention edge that no budget can buy. Let’s talk if you want to assess your team’s motivational landscape or train your leaders to become motivational enablers
About Competence SA
Competence SA identifies, develops, and enables potential through the provision of the following services:
- Talent management consulting
- Job descriptions and competency frameworks
- Recruitment
- Psychometric testing
- Employee development
- Leadership development
- Performance and Engagement
Contact us at hello@competencesa.co.za or 082 853 7456
