Why do some people assume that their teams are driven only by pay rises, perks, or promotions? While these are certainly important, they’re rarely what creates long-term motivation. In truth, people want to feel heard, valued, and have a purpose, and the way you communicate with them can make all the difference.
If you’ve ever wondered why a well-compensated team still moans and isn’t engaged, the answer might not be in what you’re offering, but in how you’re interacting with them.
Most leaders genuinely want to support and encourage their teams. But motivation isn’t about blanket praise or performance bonuses. In fact, these can fall flat if your communication style doesn’t connect with the person in front of you.
Perhaps you’re being upbeat and enthusiastic, but your team member wants clarity and structure. Or you’re giving autonomy when what they really need is reassurance. A mismatch in communication style can be unintentionally demotivating.
Motivation is deeply personal. While one person might be energised by public recognition, another may prefer quiet acknowledgement. Some are motivated by clear goals; others thrive on collaboration and shared values.
This is where a tool like PRISM Brain Mapping can help. It highlights individual preferences (how people prefer to behave and communicate) so you can tailor your approach to meet them where they are. But even without formal tools, simply observing how people respond (and adjusting accordingly) can make a big impact.
You don’t need to change who you are to be a better leader. But being flexible in your communication style can unlock motivation.
Try these simple shifts:
- From telling to asking:
“Do this by Friday” to “What are you planning to do to meet the Friday deadline?” - From giving orders to giving ownership:
“I need this done” to “How could you tackle this?” - From broadcasting to connecting:
“Here’s the update” to “How do you see this change affecting your work?”
When people feel included in the conversation, not just on the receiving end, they’re more likely to take ownership and stay engaged.
Here are 4 tips to motivating through communication:
- Adapt your language to suit the individual; do they need detail, or big-picture thinking?
- Ask open questions that invite insight and involvement: “What would help you feel more confident about this?”
- Recognise effort, not just results: “I can see how much thought you’ve put into this.”:
- Connect tasks to purpose: Help people see the “why” behind the “what”.
Motivation is a conversation, not a speech; motivating your team isn’t about a great pep talk. It’s about listening, responding, and shifting how you communicate so others feel seen and supported.
Sometimes, small changes in how we speak lead to big changes in how others perform.
If you want to understand your communication style take our free communication style quiz here.
