TL;DR
Motivation is the natural state. If it’s missing, something is blocking it. Don’t try to motivate people — find and remove the demotivator.
Your team’s energy has dropped. Someone who used to bring ideas now just goes through the motions. The effort is there — technically — but the spark is gone.
Your instinct might be to rally them. A team meeting. A motivational talk. Maybe a team lunch to “boost morale.”
Save your money. Motivation problems don’t get fixed by adding motivation. They get fixed by removing the thing that killed it.
People don’t come to work wanting to be disengaged. Something in their environment changed — and until you find it, no amount of enthusiasm from you will compensate.
The 5R Diagnostic for Motivation
Where Did It Break?
Are they overwhelmed by too many competing demands?
When everything’s a priority, nothing feels meaningful. People lose motivation not because they don’t care, but because they can’t see the point of any single task when there are 15 others competing for attention.
Do they know what success looks like — and that it’s achievable?
If the goal feels vague or impossible, motivation evaporates. People need to believe the target is clear and within reach. Unrealistic or unclear expectations don’t drive performance — they kill it.
Has their effort gone unnoticed for too long?
This is the most common cause of motivation loss. Consistent, reliable performers become invisible. Their work is expected, never acknowledged. Over time, they stop going above and beyond — because above and beyond got the same response as minimum effort: silence.
Are they frustrated by obstacles they can’t remove themselves?
Nothing kills motivation faster than being unable to do your job properly because of things outside your control. Broken processes, missing tools, delayed approvals — these create a learned helplessness that looks like laziness but is actually resignation.
Are you showing up with energy and commitment yourself?
Motivation is contagious — in both directions. If you’re visibly disengaged, tired, or going through the motions, your team mirrors it. They take their cues from you. Your energy sets the floor for theirs.
The Conversation
What to Say When Motivation Has Dropped
✓ SAY THIS
→ “I’ve noticed a shift in your energy. I’m not judging — I want to understand what’s changed.”
→ “What would need to be different for you to feel engaged again?”
→ “What’s one thing I could do that would make your work feel worthwhile?”
✗ AVOID THIS
✗ “You just need to push through.” (Dismissive.)
✗ “What’s wrong with you lately?” (Accusatory.)
✗ “Everyone else seems fine.” (Isolating.)
From the Floor
What This Looks Like in Practice
Real Scenario
I had a team member who went from proactive to passive over the space of about six weeks. My initial thought was that they’d lost interest. When I sat down and asked what had changed, the answer was simple: a process change had made their job significantly harder, and nobody had asked whether it was working.
I fixed the process. The motivation returned within days. The person wasn’t demotivated — they were blocked. I’d been looking at the wrong problem.
— Nelson Fernandes
Your Next 24 Hours
One Thing to Do Right Now
Identify the person on your team whose energy has dropped. Before you try to motivate them, run through
the 5R. Which R is most likely the cause? Start there. Fix the system, then see if the motivation returns on its own.
Put the 5R to Work
The 5R Leadership Toolkit includes motivation diagnostics, conversation scripts, and the one-page framework reference.
Get the 5R Toolkit — £12
Instant download · Templates + scripts + daily tracker
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