What really motivates employees? We don’t have a straight answer for you, but we do love a good organizational psychology theory that stands the test of time—and Herzberg’s Two-Factor Theory of Motivation. We aren’t ready to talk about what really motivates employees until we’ve talked about what doesn’t unmotivate them (yes, we know that’s a double negative and that unmotivate isn’t a real word, but stay with us.)
Simply Psychology puts it like this:
Herzberg’s two-factor theory suggests that job satisfaction is influenced by two categories:
Motivators, like recognition and achievement, lead to higher satisfaction and motivation.Hygiene factors, such as salary and working conditions, prevent dissatisfaction—but don’t necessarily inspire motivation.
In other words, motivators spark engagement and growth, while hygiene factors help employees stay neutral rather than dissatisfied. According to Herzberg, what really motivates employees are factors that can’t meaningfully exist until hygiene factors are taken care of. Both hygiene factors and motivating factors are necessary to create a productive and fulfilling work environment.
Yikes, I’m a supervisor!
If you’re in a supervisory role, this might sound a little discouraging—are you only responsible for preventing dissatisfaction? Can’t you inspire motivation too?
We think you can. In fact, we’d argue that the ability to influence motivators is what helps a supervisor become a leader.
What Really Motivates Employees: In Practice
Here are a few practical ways you can move beyond maintenance and actually create a motivating workplace:
1. Get to Know What Drives Each Employee
Want to know what really motivates employees? Ask them.
Different motivators resonate with different people. Start with our Motivation Checklist to understand what matters most to your team.
We often use this in conjunction with DiSC training, which we highly recommend for new teams or teams experiencing disconnect.
2. Hold Meaningful One-on-Ones
Use regular one-on-one conversations to explore motivators and check on hygiene factors. Ask questions like:
- What are your career goals?
- What kind of work energizes you—and what drains you?
- How do you prefer to be recognized?
Need help? Try our printable conversation cards designed for intentional check-ins. We also recommend cards from The Unstuck Box.
3. Don’t Ignore Hygiene Factors
In your one-on-ones, also check on basic needs:
- Are tools, resources, and safety measures in place?
- Are personal challenges affecting work?
- Are compensation or benefits a concern? (Make this a point of discussion at least once or twice a year.)
4. Support Development and Growth
Create personal development plans that encourage ownership and responsibility. We use the Leaders as Career Agents process to guide these conversations.
Leaders as a Bridge to Satisfaction
Leaders who consistently invest time in these actions are more than just supervisors—they become the bridge between employee potential and job satisfaction. So… what really motivates employees? It doesn’t require big budgets or elaborate programs—just intentional conversations, consistent follow-through, and a commitment to growth.
How are you creating engaging work environments?
We’d love to hear what works for you.
