Remember what it felt like getting your first ever work smartphone?
Back in the day.
I do.
I was elated.
Because I’d been (in my view, unfairly) denied it for far too long.

The sales team got them first, of course.
But I was in communication. 
A critical role, right? 
Right?!

When I finally got one, it felt like justice.
That nagging sense of being overlooked? Fixed.

But actual motivation to do better work? 
No.

According to Herzberg’s Two Factor theory, removing dissatisfaction isn’t the same as creating motivation.
Hygiene factors like good salary, decent leadership, working WiFi or status - they’ll stop people from quitting.
But they won’t make anyone love the job.

When motivation factors are missing, team's are 'fine', but flat. 

Not unhappy enough to leave, not engaged enough to thrive.

To really motivate people, you need:
⚪ Recognition
⚪ Growth opportunities
⚪ A sense of achievement

So… where’s your team at right now?
Motivated or just... not miserable?

Let's check.

Hygiene ⬆️ Motivation ⬆️ 
Jackpot. 
No complaints. 
Happy bunnies all round.
But don’t get lazy.
Momentum still needs steering.

Hygiene ⬆️ Motivation ⬇️ 
All fine. 
But no spark.
Pays-the-bills energy.
No one’s quitting, but no one’s leaping either.
Time to act and rethink how work feels.

Hygiene ⬇️ Motivation ⬆️ 
Start-up vibes.
Loud enthusiasm, cheap chairs, no heating.
Short-term tolerable. 
Long-term risky.
Motivation fades when discomfort drags on.

Hygiene ⬇️ Motivation ⬇️ 
Revolving door territory.
Low trust, low energy, high exit rate.
You’re probably halfway out yourself.
This one needs fixing.
Fast.

Why should leaders care?
Because it’s your job to build a place where people want to work, not just show up.
Motivation matters. 
And it doesn’t create itself.

There will be shortfalls - budgets cuts, people leaving, pressure mounting.
It’s your job to steady the ship.
Know what’s missing.
And help your team through it.