How Do You Motivate Someone? Start Here.
How do you motivate people to do what they don’t seem to want to do?
I hear this question a lot from leaders. They’re frustrated because they see the potential in people but not the ownership.
So, how do you get people more engaged with their work? To care more about the results? The answer is rarely more pressure.
Pressure may create compliance and get the task done today. But it usually doesn’t create real engagement, creative thinking, or a lasting desire to step forward.
True Motivation
People are more likely to step up when they feel connected to the work, understand why it matters, believe they are trusted to contribute, and can see themselves as part of the solution.
That’s why one of the most useful leadership strategies is to ask, “What would help you enjoy the process of solving this problem more?”
At first, that question might sound unusual. Enjoy completing the messy project? Addressing a difficult client issue? Fix the team problem that keeps coming back?
The strategy isn’t to get someone to enjoy the problem. It’s to help them find a more meaningful, interesting, or energizing way to move through the process of solving it.
The Small Shift That Matters
Instead of assuming someone is lazy, resistant, or unwilling, asking what would help them enjoy the process more invites curiosity. It helps them, and you uncover something that’s missing.
Sometimes people would “enjoy” more clarity, a smaller first step, or a clearer understanding of the bigger purpose.
For others, they would “enjoy” a challenge that stretches them or encouragement that mistakes are okay, even beneficial when connected with learning.
And sometimes people would simply “enjoy” discovering how to apply their strengths to the task at hand.
Asking what would help them enjoy doesn’t excuse poor performance or remove accountability. It gives a leader better data for better performance.
Motivation Is Personal
I’m motivated by learning and being trusted with something important. I have clients who are motivated by impact, especially when they can see how their effort helps others. Many entrepreneurs and sales professionals are motivated by autonomy. Others thrive on collaboration, achievement, problem-solving, or visible progress.
That’s why the question works. It helps people name what gives them energy.
If enjoyable feels inappropriate, you could ask, “What would make this more meaningful, engaging, or satisfying to work through?”
Make It Practical
Within their answer, listen for the personal motivator and connect it to the work.
If it's about a challenge, ask them to take the lead on finding the root cause.
If it’s about helping out, show them how solving this will bring the team together.
If it’s about clarity, ask them to define the next best three steps.
Of course, not everyone will respond positively. As a leader, you can’t create motivation out of nothing. But you can create conditions where motivation is more likely to surface.
The next time you’re frustrated by someone’s lack of initiative, instead of applying more pressure, ask, “What would make this process more enjoyable (meaningful, exciting, etc) for you?”
Sometimes people don’t need to be pushed harder. They need a stronger connection between who they are and the work they are doing.
Jo-Aynne
Start Designing Your Career and Life in 90 Minutes 👇
Jo-Aynne Von Born, Leadership/Executive Coach
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