You might be doing everything right.

Recognizing results. Celebrating milestones. Offering bonuses, praise, even team dinners.

But energy’s still low. Morale is flat. And your team? Drifting.

I’ve seen this pattern dozens of times in tech and engineering teams across the Nordics. And it usually comes down to one common leadership mistake:

You’re motivating people the way you want to be motivated. Not how they want.

Let’s break that down.

The Golden Rule is Failing You

We all grew up with it: “Treat others how you want to be treated.”

Sounds noble. But in leadership, it falls short.

Your motivators aren’t universal.

Maybe you thrive on public recognition and tight deadlines. But your team?

• One person may want quiet praise.
• Another values autonomy.
• A third needs clarity or creative freedom to feel alive in their work.

Enter the Platinum Rule: Treat others the way they want to be treated.

That’s what separates reactive managers from emotionally intelligent leaders.

Backed by Data: What Really Drives Motivation?

A recent study from the ADP Research Institute asked 27,000 workers across 25 countries:

“Do you get to do what you do best every day?”

Only 16% said yes.

Let that sink in.

Just one in six people feel like they use their strengths consistently at work.

Yet those who do? They’re 4x more likely to be fully engaged.

In other words:

Motivation is directly tied to how often people get to use their strengths.

Not to how many perks they get.

Not to the company mission statement.

Not to your personal style of leadership.

What You Think Is a Reward Might Be a Demotion

I once worked with a leader in Gothenburg. Let’s call her Hanna.

She promoted her top technical expert to team lead, thinking it was a well-earned reward.

Except it wasn’t.

That team member didn’t want to manage people. He loved solving problems, not navigating politics. He was good at the new role, but it drained him.

Within two months, his motivation tanked. His performance followed.

Hanna had rewarded him using her lens, not his.

That’s the danger of the motivation gap: assuming alignment without asking.

Practical Fix: Ask the Question Most Leaders Skip

If you want to re-energize your team, skip the guesswork.

Start here:

“What kind of work gives you energy?”

“What makes you feel genuinely appreciated?”

Listen closely.

You’ll find:

• Some want stretch projects.
• Others want peace and focus.
• One may want public credit.
• Another prefers a quiet “thank you” behind the scenes.

Motivation isn’t mystery. It’s misalignment.

You don’t need more perks. You need more clarity.

Your Leadership Challenge This Week:

✅ Pick three team members.

✅ Ask them what energizes them most, and least.

✅ Adjust how you lead them, one small step at a time.

Motivation isn’t something you impose. It’s something you unlock.

Exactly.

Make it a fantastic day,

Florin

P.S. Want to close the motivation gap once and for all?

Join my LIVE session: The Motivation Gap – When Energy Is Low and Morale Drops

We’ll dig into practical strategies, share real examples, and help you lead with energy (and precision).

👉 Save your seat here >>