Motivating Employees as a Leader: The Art of Motivation

Why Motivating Employees as a Leader Is a Daily Skill—Not a One-Time Strategy

Motivating employees as a leader isn’t something you do once and walk away from. It’s a daily leadership skill—one that requires creativity, emotional intelligence, and a clear understanding of what truly inspires people. Motivation is one of the most requested topics in our programs, and for good reason: without motivation, even the most talented teams struggle to grow, engage, and perform at their best.

Motivation rates as one of the most requested topics in our programs. Leaders want to know how to successfully motivate their employees, so let’s talk motivation this month! For the best results, motivation is something you need to pay attention to every day, and you will need to be creative because it is not a one-size-fits-all task.

Motivation vs. Satisfiers — Why the Difference Matters

In motivation you need to know the difference between a satisfier and a motivator.

A satisfier is something that makes an employee content for the moment, but it will not motivate long-term performance. Examples include:

• Benefits

• Working conditions

• Money

Yes… even money.

A good wage may attract employees, but it will not motivate them to work harder for you. Employees expect fair wages. If you try to motivate with money, you'll need an infinite supply of it—because satisfiers wear off fast.

Your goal as a leader is not to satisfy. Your goal is to motivate.

How Leaders Build Real Motivation

1. Lead with Influence, Not Power

You have the power to motivate simply by becoming the leader your employees want to follow. When you hold influence—earned through credibility, consistency, and self-awareness—people work harder because they respect you, trust you, and believe in your leadership.

2. Know Your Team Individually

Motivation is personal. Understanding each employee’s strengths, weaknesses, and interests helps you match the right tasks to the right people—creating natural motivation and ownership.

3. Delegate to Build Trust and Momentum

Delegation is a powerful motivator:

• The leader gets more accomplished

• The employee grows

• Trust is strengthened

When employees are trusted with meaningful work, they rise to the occasion.

4. Show Appreciation—Consistently

A simple thank you (verbal or written) goes a long way. Appreciation makes people feel valued, and valued employees are motivated employees.

5. Promote From Within

When advancement is possible, motivation increases. People work harder when they see a future for themselves in your organization.

6. Provide Growth Opportunities

Give employees:

• Projects

• Mentoring

• Leadership opportunities

• Professional development

Growth builds confidence—and confidence fuels motivation.

Motivation Requires Creativity

By taking time to reflect on what has worked—and trying new approaches—you’ll discover strategies that motivate everyone on your team. If something doesn’t work, try something else. Motivation isn’t one-size-fits-all; it’s an ongoing discovery process.

Final ideas for motivating employees:

• Ask for input, and use it

• Communicate often and honestly

• Be flexible when possible

• Hold everyone accountable

• Support employees in setting meaningful goals

Motivation is created through daily leadership behaviors—not quick fixes.

If you want to strengthen your ability to inspire, encourage, and grow your people, our Coaching & Feedback for Growth microlearning workbook is a powerful next step. It helps leaders motivate through influence, clarity, development, and relationship-building—skills every modern workplace needs.