The Importance of Motivation in Modern Leadership
Motivation is one of the strongest drivers of performance. Understanding how to motivate employees is essential for leaders and HR professionals seeking long-term results. When motivation is high, engagement, innovation, and retention all improve.
However, many UK organisations face a growing motivation gap. A Korn Ferry survey of 10,000 global employees found that only 60% of UK professionals feel motivated to go above and beyond in their roles, compared to 71% globally. This means four in ten UK employees are not fully engaged in their work.
Motivation is not automatic; it must be earned through leadership, communication, and trust. At Sewells, we help organisations create environments where motivation thrives by guiding teams through leadership development programmes, coaching, and culture transformation.
Understanding What Drives Motivation
Motivation is deeply personal. While rewards and recognition matter, the greatest motivators are often purpose, growth, and belonging. Employees want to feel that their work has meaning and that their efforts contribute to something bigger.
Learning how to motivate your employees means understanding these emotional drivers. Leaders who empower their teams , provide feedback, and regularly celebrate success together create lasting trust and commitment.
Using tools such as engagement and culture surveys, organisations can gain insights into how their teams are feeling, what truly motivates them and then can implement strategies that align with employee/team member needs.
The Different Types of Motivation
Intrinsic Motivation
Intrinsic motivation comes from within. When people feel a strong sense of purpose, mastery or belonging they become engaged because of what the work means to them – not just what they receive. As a leader, creating opportunities for people to shape their work, learn new skills and take ownership helps this motivation flourish.
Extrinsic Motivation
Extrinsic motivation is driven by external factors like recognition, rewards, advancement, or clear metrics. These motivators have real value and can energise performance, especially in the short term. But they work best when they are aligned with deeper drivers like purpose and development.
Social / Relational Motivation
Motivation is also social. People are inspired when they feel part of a team, trusted by their leader, and connected to something bigger than themselves. Recognising the relational element helps leaders build cohesion, trust and a shared sense of mission across teams.
Achievement Motivation
Some individuals are fuelled by achievement, stretching themselves, setting high standards and seeing tangible progress. Leaders can support this by challenging their teams appropriately, providing feedback and celebrating real improvement rather than just hitting targets.
Purpose-Driven Motivation
When people believe the work matters, and see how their role links to a bigger objective, purpose-driven motivation emerges. This type underpins lasting engagement. Leaders bring it to life through clear intent, meaningful conversations and by showing how each contribution connects to organisational impact.
How to Motivate Employees as a Manager and Leader
Managers and leaders shape the everyday experience of work. Knowing how to motivate employees as a manager involves balancing accountability with empathy. Employees are motivated when expectations are clear, feedback is fair, and achievements are recognised.
Effective managers:
- Set clear, measurable goals that link to organisational priorities
- Recognise and celebrate achievements frequently
- Encourage two-way communication
- Invest in development and coaching opportunities
- Lead with integrity and consistency
Leadership plays a pivotal role in sustaining motivation. A motivated team reflects a motivated leader. Sewells’ leadership development programmes help managers strengthen self-awareness, emotional intelligence, and influence … the skills that turn compliance into genuine commitment.
How to Motivate a Remote Team
Remote and hybrid work have created new challenges for motivation. According to Gallup’s 2024 “Remote Work Paradox” study, remote employees report higher engagement than fully office-based workers but also experience greater stress and burnout. This highlights the balance leaders must maintain between flexibility and connection.
Knowing how to motivate a remote team means maintaining visibility, trust, and recognition across distance. Leaders can motivate remote employees by:
- Checking in consistently, not just for progress but for wellbeing
- Making recognition visible through virtual meetings
- Encouraging informal communication to keep teams connected
- Providing equal access to learning and career development opportunities
- Respecting boundaries to prevent burnout
Motivation in remote teams depends on meaningful human connection. It seems that, Leaders who communicate openly and demonstrate care build engagement, even without physical presence.
Building a Culture That Sustains Motivation
Motivation does not exist in isolation; it lives within culture. Understanding how to change company culture is essential to sustaining motivation long term. A strong culture reinforces the right behaviours and celebrates success.
A healthy culture creates alignment between leadership and employees, ensuring that motivation is supported at every level. Sewells’ culture transformation programmes help organisations build environments where people feel empowered, valued, and trusted to deliver their best.
Team Motivation Checklist
Use this quick checklist to strengthen motivation across your team:
- Communication and Clarity
☑ Clearly define goals and expectations for every team member
☑ Link individual roles to the wider organisational mission
☑ Hold regular check-ins focused on progress and support - Recognition and Feedback
☑ Recognise achievements regularly, the big ones and the small ones
☑ Provide constructive, specific feedback regularly
☑ Celebrate milestones and collective wins - Empowerment and Growth
☑ Where you can, give employees autonomy over their work and decision-making
☑ Offer development and coaching opportunities
☑ Encourage innovation and idea-sharing - Connection and Wellbeing
☑ Build relationships through open dialogue and trust
☑ Support work-life balance and wellbeing initiatives
☑ Strengthen team bonds through collaboration and inclusion - Leadership Example
☑ Model the values and behaviours you want to see
☑ Stay visible, approachable, and transparent
☑ Continue developing your own leadership skills through training and coaching
By taking small, consistent actions, leaders can transform motivation from a temporary boost into a long-term cultural advantage.
Conclusion: Turning Motivation into Momentum
Understanding how to motivate employees and how to motivate a team is key to driving business success. Motivation grows when leaders connect meaningfully with their people and reinforce a culture of trust and recognition.
At Sewells, we help organisations create lasting motivation through leadership development, culture transformation, and one-to-one coaching. These programmes enable leaders to inspire belief, build engagement, and sustain performance.
If you are ready to unlock the full potential of your people, contact the Sewells team today to start your transformation journey.