Imagine you walk into the office one day, and your team is hard at work. They’re hitting their deadlines, meeting expectations, but deep down, you know they’re not giving everything they’ve got. Most leaders would see this as acceptable—things are getting done, after all. But what if there was a way to unlock that extra 30% of effort that makes a good team great?

The thing is, motivation isn’t one-size-fits-all. If you want to get the best out of your people, you have to figure out what makes each of them tick. It’s like understanding that everyone speaks a different language when it comes to what drives them, and your job is to become fluent in those languages.

Here’s a scenario to consider.

Let’s say you’re running a company, and you’ve got two employees—we’ll call them Alex and Lisa.

Alex is motivated by career growth and recognition. He thrives on being acknowledged for his hard work. So, when Alex hits a big milestone, you know he’ll perform even better if you shout him out in front of the whole team. Public praise fuels him. He’s the type who’ll go the extra mile if he knows it’ll lead to his next promotion or get him noticed by senior leadership.

But Lisa? She’s different. She’s motivated by autonomy and freedom. Lisa doesn’t want the spotlight. She wants to know she’s trusted to get the job done in her own way, without being micromanaged. So, the best way to motivate her is to give her ownership of a project and let her run with it. No constant check-ins, no micromanagement—just trust. When she feels empowered, she’s unstoppable.

This isn’t just hypothetical—this happens in every workplace. Great leaders recognize that each person is motivated differently, and they use that understanding to drive better performance. It’s like in a sales team where one rep is gunning for that quarterly bonus, while another is more focused on maintaining long-term client relationships. Both can succeed, but only if their motivations are tapped into the right way.

Think of Netflix. They’ve mastered the art of individual motivation by giving employees a massive amount of freedom to make decisions, as long as they align with the company’s goals. Netflix understands that autonomy is a huge motivator for many high performers. That’s why they don’t waste time with excessive processes or micromanagement. Employees are trusted to act in the company’s best interest, and because they’re given that trust, they feel more empowered and motivated to succeed.

Another example? Zappos. They built a culture where appreciation and recognition are key motivators. Their leaders know that for many employees, being recognized for even small wins fuels their commitment to the company’s larger goals. They’ve created a system where recognition is part of the daily routine, leading to some of the highest employee satisfaction rates in the industry.

But what about the tough situations? What happens when you’ve got someone who’s struggling—not because they aren’t capable, but because life has thrown them a curveball? This is where leadership gets tricky.

Picture this: You’ve got an employee who’s immensely talented, but they’ve been dealing with personal setbacks—maybe it’s family issues, financial stress, or health problems. Their performance is slipping, and it’s starting to affect the team. Now, a lot of managers would just write them off. But a great leader sees the potential and takes the time to figure out what’s really going on. Maybe they need flexibility, or maybe they need reassurance that their work is still valued.

By showing empathy and giving them the support they need, you can help them bounce back. It’s not about being soft; it’s about understanding that sometimes people need to know they’re supported in more ways than just deadlines and tasks. And when you do that, you don’t just get their performance back on track—you build loyalty that lasts.

I want you to think about your own team right now. Are there people who seem like they’re just going through the motions? Are there stars who are stuck at 80% because they don’t feel truly seen or appreciated? And more importantly, do you know what their individual motivations are?

You see, motivation isn’t about one grand gesture. It’s about the daily, subtle ways you connect with your team—whether it’s giving public praise, offering more autonomy, or simply checking in with someone who’s having a rough time. When you take the time to understand each person’s drivers, you’re not just creating a better work environment—you’re unleashing the full potential of your team.

So, imagine if you could walk into that office and see every person giving 100%, not because you told them to, but because they’re driven by their own unique motivations. That’s where the magic happens.

Yigal

P.S. If you want to dive deeper into how to create a high-performing team by understanding individual motivations, let’s talk. It’s one of the most effective ways to build a culture of success—and it starts with knowing what drives your people.

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