You are not motivated enough!

Those who can, do; those who can’t, teach

“Do you know what your problem is? Why are you unhappy? Why are others unhappy with you?

It’s simple: you’re lacking motivation. You are nothing without motivation. Nobody needs you if you’re not motivated. Without motivation, you’re just drifting like a piece of wood, you don’t exist. Want to know the secret? I’m about to drop a bombshell on you!

Motivation is the key to your success! And you have just learned this simple imperishable truth, thanks to me!

Heed my words — I wrote a dozen books on the subject. You can snag them at a huge discount after the session. And now, I will give you some clumsy and useless advice”.

The coach is pacing up and down on the stage, gesturing vigorously, tapping his heel on the polished floor, and postulating at the top of his voice that there is nothing more important than motivation.

The bewitched crowd greedily swallows every hackneyed and of course paid-for phrase of this tongue-tied juggler with cheap locutions.

But the saddest thing about this picture is that it looks like he’s right. As soon as these poor fellows voluntarily showed up for this “one-man show” and exalted it then undoubtedly they need some motivation. Would they otherwise be wasting their time and money so foolishly?

And here, apparently, some explanations are required. What do I mean when I speak so derogatorily about such concerts?

I will not bore you with exhaustive definitions — this junk in bulk on the Internet — instead, let’s figure out who needs motivation and who doesn’t.

But before I begin to expose, it is worth considering the following.

Stimulus and motivation are part of a single mechanism of a behavioural act, in fact, behind any motivation, there is one or another need activatating a certain stimulus. Just as behind every (social) decision we make, there is a conscious or not assessment of whether we will dominate or obey.

Let’s leave aside the idea of ​​talking about all sorts of delusional philosophical squeezes out of nothing, and just say — any motivation is activated by stimuli. Or, as experts say: motivation has something to do with needs. Without stimulus to satisfy a particular need, there can be no motivation (according to the theory of functional systems, which gives the most complete psychophysiological description of a behavioural act, — unmotivated behaviour does not exist). And yet, it is customary to separate human impulses from swaggering and methodical ascent to desired matters which ultimately satisfy the individual’s various whims.

However, let’s not put one linen on all the beds. Our main interest is practical. We want to focus on motivation not as a mental quantity but rather as a way to involve the employee in the task assigned to them. Don’t let this wording jar you, this is the best way to evaluate the performance which is our utmost concern here (assuming we believe performance and motivation are somehow interconnected). After all, we’re here to counter those cookie-cutter, amateur-hour lectures from so-called coaches.

For any employee, whether they realize it or not, motivation is key to getting along with their employer. Employees fulfil their needs, while employers fulfil theirs. For a manager, motivating means squeezing more out of your resources. And the employee’s role is to perform tasks as efficiently as possible for the agreed-upon wage.

Simplified, this can be expressed as follows:

k = A/Q,

where A is the work performed, and Q is the costs associated with this work, including salary.

The higher the k of the employee, the more valuable they are. In turn, the effectiveness of work depends on the motivation level. This leads us into a very abstract area.

Labour productivity is typically measured by the ratio of output to time spent. However, we will examine this subject from a different perspective, using categories grounded in the plane of cognitive-behavioral analysis.

E = S * log(M),

where S represents skills and abilities, and M stands for employee motivation.

With this definition, if E = 0, then the employee is either an idiot (completely incapable of resolving the task assigned to them) or their motivation is around 1 (somehow they agreed to this job). Typically, it’s a bit of both, resulting in an average worker.

The employer asks a reasonable question: how can E be increased?

Let’s start with the first factor, S, which is all about individual skills and abilities. So, what do you do? You send your employees to courses, lectures, conferences, and all that other crap. It’s long, it’s expensive, and let’s be honest, it might not even be worth it. Plus, once they get all skilled up, there’s always a risk they’ll jump ship to a company that throws more money at them. To keep them, you might have to raise their salary, which jacks up Q and drags down k.

This option doesn’t seem promising on its own, although, it depends on other factors, but if you do go down this route, it’s better to pair it with boosting M, the motivation factor. That way, your newly trained worker has some actual enthusiasm for their job.

The second method is more reliable and designed for the masses. It’s known as staff motivation. Sure, it comes with costs, but they’re pretty manageable. Additionally, if you do it right, you won’t need to jack up salaries much. Good motivation means your employee is less likely to bail because besides boosting productivity, M also promotes engagement.

However, increasing motivation has its limits. Look at the formula — if the skills are weak, no amount of motivation is gonna turn that around. Luckily, a well-motivated employee might be willing to put in overtime and make some sacrifices. And that, my friends, is where the real value kicks in.

There are plenty of ways to light a fire under those lazy, sluggish workers. Take employee engagement, for instance. This popular technique aims to make the worker feel like they’re not just a cog in the machine, but an essential cog. The owners make tons of money because of their hard work, which should spark some pride and the desire to contribute even more.

Of course, this should enrich the employee’s life along the way (this is where the manager’s new yacht photos are casually shown off). Employees need to feel special, valuable and heard. Their opinions should seem to matter. But the real kicker is convincing them that this simple, mundane job is their destiny.

Motivation is also achieved through non-zero-sum competition and career advancement, at each step of which it seems that the long-awaited meaning of life is just around the corner.

There are also more sophisticated methods. My favourite one is gamification. Passive-aggressive, languid and distracted employees (along with the rest) are given a role in a vaudeville act, designed to snap these passengers out of their daze. This can include everything from intellectual clowning to meaningless competitions for engagement and mediocrity.

I write all these jokes to show how far the average coach can go in their speeches, reciting well-known and repeatedly described theories. And yet, if you suddenly have the erroneous opinion that I somehow do not approve of motivation then I hasten to disappoint you — it’s just the opposite.

Motivation is something! Especially for those stuck in jobs they loathe. When your daily grind feels like a joyless marathon, you start to wonder: why the hell am I wasting away in this soul-sucking rut? Is it all just for a measly paycheck? After a bunch of soul-searching and failed attempts to find a shred of purpose, what begins as a minor crisis can quickly snowball into a full-blown existential meltdown. If you’re lucky, you might stumble upon some deep thoughts, do a little soul-mining, and eventually run into a silver lining.

I don’t want to do this damn job, but I get paid well! What I need is fucking motivation. Someone, motivate me, give me the illusion that my work matters, that I matter.

Motivation is a working tool, known since those terrible times when primitive societies appeared, and at the same time cults. A savvy priest could easily inspire people to selfless and tireless work of cutting off heads or ripping out beating hearts. He also knew how to motivate his fellow villagers to pointlessly drag massive stones from place to place and build colossal altars for gods that never showed up!

Let’s take another look at those poor folks in the hall. They’re seekers of motivation, not quite driven enough to do what they want to do, but oddly motivated to show up to this performance, buy a book on motivation, and maybe even crack it open.

A person either wants to do something and doesn’t need motivation, or they don’t want to do it and try to sneak away or postpone it until they feel like it. Looking for motivation might seem like a valuable pursuit, but let’s face it — it’s just a bunch of nonsense and self-deception.

I’m not against motivation, I’m for inspiration! If you’re doing what you love, motivation’s just a bonus.

Inspiration is exquisite! It’s a stroll in the rain-soaked park, a delightful encounter, a heart-to-heart with an old friend; inspiration is love! We find it in nature’s beauty, our triumphs, and people. It’s what makes us truly alive, fueling us with creative energy. Think, create, and infuse life with purpose! When you work with passion, it’s inherently meaningful.

Yet, not every day is sunny, and sometimes we lose our way. A glimmer of radiant inspiration can guide us back, making obstacles vanish and turning the seemingly impossible into achievable feats. Overcoming challenges only stokes our enthusiasm further.

Inspiration often resembles trance-like states, such as the flow state, where one is deeply immersed in an activity, completely focused, and oblivious to distractions. It’s also akin to peak experiences, moments of heightened awareness and unbounded happiness. Psychologists view these states as manifestations of self-actualization in the psyche.

All these are marked by enhanced communication skills and increased self-confidence. Clear thinking, articulate expression, finding persuasive arguments with precise formulations, and making extraordinary decisions are all side effects of this wonderful elixir.

The state of inspiration opens the doors to the blissful world of productive and unconstrained thought formation for the individual undergoing it, often activating creative processes during which a huge amount of creative energy is released with a stormy surge of deep emotional experiences. Cognitive and intellectual functions are greatly enhanced, and concentration is growing. Among the external manifestations are determination, self-confidence, and joy.

But let’s get one thing straight: inspiration isn’t just a warm, fuzzy feeling or a burst of enthusiasm. It’s a freakin’ powerhouse of creative energy. If you’re jumping out of bed in the middle of the night to raid the fridge, that’s just stress-eating. But if you’re leaving your warm bed to let your thoughts and ideas run wild, that’s a full-on, no-holds-barred attack of inspiration.

Motivation is born, grows, and dies within the individual. It’s a personal trip. But inspiration? That’s a whole different beast. Inspiration is contagious. It spreads like wildfire through texts, gestures, pictures, and even a simple phone call. People can’t help but fall under the spell of someone radiating confidence and unbreakable optimism, involuntarily catching that infectious spark.

The one who has drunk the cup of inspiration can wield a psycho-emotional influence over others, effortlessly convincing and rallying people to their cause.

Motivation, on the other hand, is all about the payoff. It’s a tool of soft coercion, always tied to some underlying need. Inspiration, though? It’s an internal pull, a process enjoyed for its own sake, pure and unadulterated Zen.

The creative act, which is most closely associated with inspiration, is nothing but the individual’s burning desire to express themselves. It’s way more than just a need — it’s the true determinant of human existence. That’s why I link self-expression with inspiration, not motivation.

Professional activity is a great place for self-expression (however, the place here does not matter much). As soon as a person finds a way to do his work the way he sees it and the way he is most interested, inspiration immediately bursts into the process and begins to transform everything. At the same time, there is a steady burst of zealous activity and meditative awareness.

Inspiration is both relentless and natural; it’s like waking up from a long nap and realizing you’re on the right track. When you believe in yourself, the journey becomes easier and more exciting. Enjoying the process without being tied to a goal, without the need for motivation — that’s the essence of Tao. The reward is not as important as the journey itself. Or as Bruce Lee put it, “A goal is not always meant to be reached, it often serves simply as something to aim at.”

Once, the Chinese — or maybe someone else — remarked, “The courage of one warrior can inspire an army of many thousands to victory!” Notice, its’ said “inspire,” not “motivate.” Sure, motivated soldiers might be more willing to march into battle, but that doesn’t mean their will to win is unshakeable. Inspiration is something completely different; it drives people to achieve greatness.

If you’ve listened to enough so-called successful professionals or read those “How to Become Employee of the Year” books, you might lean towards motivation. But me? I’m all about inspiration.

Forget all those formulas. A person, among other things, is a collapsing psycho-emotional suspension that needs strong, real, raw feelings. Positive experiences are what give us energy. I feel, therefore I am! Inspiration hits when we realize our potential and truly express ourselves.

You ask, how does this all fit together? How can an employer inspire employees?

Well, I’m afraid they can’t. Otherwise, they’re no longer just an employer. However, they should not interfere with people doing their jobs and being creative and proactive (seems obvious, right?).

The boss doesn’t need to be a cheerleader. Sure, leading by example is the highest skill in management, but mainly, they need to create an environment where employees can easily and naturally implement their ideas without stifling their self-expression. When people truly realize themselves in their work, it’s the most productive setup.

And it’s not that hard to do it. (But that’s a whole other article, and who knows, maybe inspiration will strike, and I’ll write it 😊).

Sure, the company has the right and the duty to motivate employees. But it’s crucial that employees can express themselves honestly and do really meaningful work. This is the main message: people should benefit society and enjoy their work. That’s why inspiration is so damn important.

Success requires both motivation and inspiration because motivation alone usually isn’t enough. A motivated driver simply keeps the locomotive on the rails, but an inspired driver not only drives the train flawlessly but also cheerfully honks the horn to delight the kids watching from the platform.

Of course, a lot depends on the individual — their attitude, goals, and moods. A sluggish, inactive employee can sit and wait for inspiration for years. But instead, depression and melancholy roll up to the threshold, bringing along a creative crisis.

Inspiration is not a herring that can be pickled for many years. Goethe.

Inspiration comes while you work, but even when you catch it, it can evaporate just as quickly as it appeared. It’s an ephemeral, unstable force that comes and goes. We all tread well-trodden paths, face difficult obstacles, succumb to shaky temptations, and get discouraged. We lose our charge — inspiration disappears.

When this happens, don’t despair — inspiration is always there; you just need to find it again. And it’s possible. Sometimes, all it takes is a little distraction, a chat with a nice person, a cup of coffee in a cozy place, doing something new, or taking a walk in the fresh air. Remember, in the end, that you are a creator, called to make things better.