How to Motivate Your Team: Ask, Listen, and Learn
Quick Summary: Motivation is not one-size-fits-all. Managers who consistently ask, listen, and learn what drives each person can boost engagement and performance. Use the three types of motivators (pre-motivators, external, internal) and avoid common de-motivators like harsh criticism and missed recognition.
As work evolves, so do employee skills and expectations. Nearly 80% of professionals say their job requirements have changed significantly in recent years—underscoring the importance of adaptable, people-centered leadership. “Motivation” consistently ranks among the top five areas employees want to improve or experience more of at work.
At Canadian Management Centre, we’ve found that motivation isn’t something you give to people, it’s something you nurture by understanding them. Managers who make it a habit to ask, listen, and learn what drives each team member create stronger engagement, higher performance, and a deeper sense of trust.
Types of Motivators
A single approach will not motivate everyone. People bring different values, strengths, and priorities, especially in today’s diverse, hybrid workplaces. Effective managers make it a habit to ask what matters, listen closely, and learn which conditions help each person do their best work. Broadly, motivators fall into three categories.
Pre-Motivators
These are the fundamentals employees expect when they accept a role: fair pay, supportive colleagues and leaders, good benefits, and safe working conditions. Without these basics, it is difficult to inspire people to go above and beyond.
Why it matters: When these foundations are missing, even the most inspiring leader will struggle to build commitment or drive meaningful performance.
External Motivators
External motivators are rewards or incentives the organization or manager can provide. Examples include promotions, bonuses, recognition programs, professional development opportunities, and team perks. A pleasant, inclusive work environment helps people feel valued and engaged.
Why it matters: External motivators can energize short-term performance, but they’re most effective when paired with trust, purpose, and growth opportunities.
Internal Motivators
Internal motivators are personal to each individual. Some people value meaningful or creative work. Others are energized by stretch assignments that showcase their strengths. Many are motivated by autonomy - having input into schedules, priorities, or how they approach their tasks.
Why it matters: Internal motivators drive lasting engagement. When employees feel ownership and purpose, they’re more resilient and committed, even through change.
At Canadian Management Centre, we often see managers try to motivate through rewards alone. The real breakthrough happens when leaders connect work to what each person finds personally meaningful; whether that’s learning, recognition, or autonomy.
Avoiding De-Motivators
Strong motivators can be undermined by de-motivators. Watch for behaviours that drain energy and commitment, such as harsh criticism, stereotyping, or failing to recognize contributions. Timely appreciation and clear, constructive feedback help maintain momentum.
Why it matters: Even one negative experience can undo the impact of consistent recognition. Respect and fairness are the cornerstones of sustained motivation.
Putting It All Together
Today’s workplace brings constant change and competing demands. Even under pressure, teams stay motivated when leaders consistently ask, listen, and learn, and then act on what they hear. Motivation grows through everyday actions that show people their work and well-being matter.
Motivation isn’t a one-time initiative, it’s a leadership habit. When you build the habit of asking, listening, and learning, you’ll create a culture where people choose to give their best every day.
Manager’s Reflection: Take a few minutes to consider these questions:
- When was the last time you asked your team what motivates them - and really listened to their answers?
- Which motivators do you rely on most, and are there others you could use more intentionally?
- What everyday actions or habits might be unintentionally de-motivating your team?
Frequently Asked Questions
What are the most effective ways to motivate employees?
Start with the basics (fair pay, safety, supportive culture), then tailor external and internal motivators to each person. Ask what matters, listen to the specifics, and learn how to adjust work, recognition, and autonomy to fit individual needs.
How can managers motivate teams in a hybrid workplace?
Clarify goals and outcomes, offer flexibility where possible, schedule purposeful check-ins, and ensure recognition is timely and visible to remote and on-site team members. Provide choice in how work gets done and encourage connection within and across locations.
What common manager behaviours de-motivate employees?
Harsh or vague criticism, stereotyping, inconsistent communication, and failing to acknowledge contributions can quickly erode motivation. Replace these with clear expectations, specific feedback, and regular appreciation.
How do I discover what motivates each team member?
Use short, structured conversations. Ask about energizing tasks, preferred recognition, growth interests, and autonomy needs. Summarize what you heard, confirm accuracy, and agree on one or two practical adjustments you will both try.
This article first appeared on amanet.org and has been adapted for Canadian Management Centre. Used with permission. All rights reserved.
