When employees lose motivation, When employees lose motivation, should the answer always be more money?:
But human motivation is more complex than money.
Deloitte’s 2025 Global Human Capital Trends reports that 78% of workers understand what motivates them, but only 33% believe their organization and manager understand those motivations.
This points to a problem:
Organizations often manage motivation with a “one-size-fits-all” approach.
But people may be motivated by very different things:
- Income
- Career development
- Recognition
- Autonomy
- Meaningful work
- Learning opportunities
Managers can start with three questions
“What makes this work meaningful to you?”
“What capability would you like to develop over the next 12 months?”
“What is currently reducing your motivation?”
These are not simply “soft” conversations.
They are management conversations.
When managers understand what really motivates each person, they can delegate, empower, recognize, and develop people more effectively.
Motivation is personal. Management should be personal too.
LET Perspective
Leadership is not about finding one formula that motivates everyone.
It is about understanding people and creating the conditions for each person to perform at their best.
Source: Deloitte, 2025 Global Human Capital Trends.
