Your staff may say money is a motivator – but look closely and you will find that it is frequently more of a stepping-stone to another goal: for instance, money to travel, retire early or a desire for recognition.

* A sense of belonging motivates – the smaller the group to which someone belongs, the stronger the loyalty, motivation and effort.
* Participation motivates – people feel more motivated when they feel their involvement in a project is important and valued. Often we exclude our greatest assets – the people around us – from decisions in which they could be usefully included.
* Challenges motivate and people often rise to the occasion. However, it can also be demotivating if they are too difficult, or conversely, too easy to achieve.
* Motivation needs recognition and reward – even if it’s something as simple as a thank you.

What causes demotivation?

* Constantly moving goalposts – people lose sight of goals, or feel they will never reach them and so cease to care about them any more.
* Not knowing what is going on. If you do not bother to tell people what is happening, you can demotivate and possibly alienate them too. Uncertainty is a very destabilising emotion in a group.
* Not showing faith or trust in people.
* Arbitrary decisions which are not consistent for all members of staff, and humiliating people in front of their peers.
* Pay, work conditions or available facilities can affect motivation, and often small changes can make big differences.

Source: lloydstsbbusiness.com