Demotivation is stronger than motivation.

Demotivation is more powerful than motivation!

99% leaders ignore this employee retention hack.

Internal motivation is completely different than external motivation.

We talk a lot about how to motivate employees. But rarely about how to not demotivate them. These two concepts are linked, but cover two completely different realities and require specific strategies to be optimized.

Take this real case from 1 leader I coach, for example:

Greg was deeply motivated because:

1. He felt aligned with the company’s vision.
2. He felt competent and confident in his role.
3. He was able to contribute to something meaningful.

But over time, external factors undermined his motivation:

1. Low pay made him feel undervalued.
2. A lack of flexibility created unnecessary stress.
3. Unfair treatment in the workplace eroded his trust.

Eventually, these external factors took over.

Demotivation outweighed his initial drive.

He decided to leave, even though he loved it!

Here’s the truth about motivation:

➡️Internal motivation (like autonomy and purpose) drives exceptional performance. It’s what pushes people to go above and beyond.

➡️External factors (like pay, policies, and perks) don’t create lasting motivation—but when they’re mismanaged, they drain engagement & enthusiasm.

What internally motivates you propels you.
External motivation don’t motivate you.
It can de-motivate you!

Did you ever quit a job you loved because of external motivation factors?

Why Motivation Matters in the Workplace ?

Research indicates that employees in organizations with a strong, thriving culture are 102% more satisfied with their workplace experience. Motivated employees not only work harder but also need less management and deliver better results. Additionally, personalizing motivation tactics can yield better outcomes, as each employee is driven by unique needs and goals. By understanding and nurturing these individual motivations, leaders can foster an environment of high performance.