What Motivates You at Work?

Generally speaking, outside of volunteer opportunities and passion projects, people don’t work for free. But once money is off the table, what actually motivates us to do a good job?

Yes, salary remains a top reason people show up to work—but studies have consistently shown that it's not what drives people to go above and beyond. Once basic pay requirements are met, other motivational factors take over. If money gets people in the door, empowerment, competence, and connection are what make them shine.

Motivation Through Pleasure: The Power of Empowerment

Empowering people to shape the flow of their day is a powerful motivator. It’s the opposite of micromanagement. Empowered employees have some say over what they work on, how they do it, and—when possible—where it gets done. That level of trust not only fuels motivation but also increases engagement, a key driver of company success.

The ADP Global Study of Engagement found that virtual workers who are part of a team are significantly more engaged than their office-bound counterparts (29% vs. 18%).

Empowerment also means being included in decision-making. According to the APA’s 2021 Work and Well-Being Survey, nearly half of employees report feeling stressed because they aren’t included in decisions that affect their work.

People are hired because of their skills and experience. If managers spend most of their time telling people what to do instead of coaching, listening, and asking thoughtful questions, they risk undermining the motivation that empowerment creates.

Motivation Through Passion: Competence, Recognized and Rewarded

People want to grow. They want to feel they’re making progress toward something meaningful. In the workplace, this boils down to competence—not as a static skill, but as a continual path of development.

Appreciation and recognition are at the heart of motivating competence. This can take many forms:

• Subtle recognition, such as assigning tasks aligned with personal interests.
• Public praise, which works well for extroverts.
• Celebrating team wins, which boosts morale for those inspired by collective success.

The same ADP study found that teams where employees agree with the statement “I have the chance to use my strengths every day at work” are the most engaged.

That said, be careful with so-called "constructive" criticism. Unless it’s from someone trusted, it may feel more like discouragement than support. Instead, frame feedback as a path toward goals, delivered with empathy and positivity. When employee and company goals are aligned, both sides win.

Finally, competence should lead to growth opportunities. A lack of career progression is one of the top three causes of stress at work—alongside low salaries and long hours. With 71% of people reporting burnout, according to the APA survey, companies can’t afford to ignore this red flag.

Motivation Through Purpose: The Value of Human Connection

Most people are intrinsically motivated to connect with and help others. When employees feel truly connected—to individuals, teams, and the broader mission—their work gains deeper meaning.

Strong connections fuel collaboration, innovation, and loyalty. People are far more likely to perform at a high level when they understand how their work impacts others.

According to Cigna’s 2020 Loneliness and the Workplace report, workers with poor coworker relationships feel lonelier—and lonely workers are twice as likely to consider quitting. Even worse, 10% of lonely employees say their work suffers in quality.

But there’s good news: the majority of American workers report being satisfied with their workplace relationships, and over half say they have a “best friend” at work—a key driver of engagement.

If you want to feel like your work matters, figure out who it matters to.

Finding Motivation Through Pleasure, Passion, and Purpose

There are many theories around workplace motivation. What inspires you may not be what drives the person next to you—but empowerment, competence, and connection are three powerful lenses to explore.

Ask yourself: What motivates me at work beyond a paycheck?
If you’re unsure, working with a personal coach might help you uncover the answers.

In the end, when companies create a culture that nurtures empowerment, recognizes competence, and builds connection, people don’t just work harder—they work with more pleasure, passion, and purpose.