How Exemplary Leaders Unlock Motivation in Challenging Times

What does motivation mean to you? Maybe it’s feeling excited for your day the moment your feet hit the ground. Maybe it’s the desire to lead, to learn, or to inspire. Maybe it’s the quiet pride in contributing to your organization in a way that feels meaningful. No matter how you define it, motivation is more than just a personal force, it’s a key driver of engagement, performance, and organizational health.

And right now, many workplaces are facing a motivation gap.

The past year has brought another wave of change. Shifting work models, budget constraints, and evolving priorities have left many leaders navigating how to keep their people motivated and focused in less-than-ideal conditions. The challenge is real, and so is the opportunity.

Wiley Workplace Intelligence surveyed over 1,500 people to gain insight into the state of motivation at work and how leaders, and organizations, can harness the potential that exists to unlock exemplary leadership and reignite purpose.

Motivation Begins with Leadership

Exemplary leaders know the importance of encouraging the heart. They understand that recognition, inspiration, and genuine support are not just nice-to-haves, they are core to fostering motivation, especially in unstable environments where a lot of traditional incentives have been reduced or eliminated.

Our latest data shows that only 17% of employees say they’re in the “sweet spot” where moderate stress fuels peak motivation. That means the majority are either under-challenged or overextended. In this narrow band between hope and exhaustion, effective leadership matters more than ever.

The Manager Effect

Few factors influence motivation more directly than the manager. Our research reveals a striking gap: employees who rate their managers highly report motivation levels at 8.5 out of 10. Those with poorly rated managers drop to 5.5. That three-point difference is a major red flag and highlights an opportunity for organizations to invest in their managers, who will in turn invest in their people, creating a wave of positive influence.

Respondents who rated managers poorly report only 5.5/10 motivation.

It comes down to how managers communicate, how they set expectations, and how they build trust. When those elements are strong, motivation follows. When they’re absent, performance falters.

The Five Practices of Exemplary Leadership^® provide an excellent framework for leaders to follow when gaining skills to lead with both influence and heart. As authors of The Leadership Challenge Jim Kouzes and Barry Posner say, “Leadership is not about personality; it’s about behavior.” And the good news for your organization is that behaviors can be learned if given the right training and development opportunities.

What Fuels and Drains Motivation

We asked our respondents what keeps them motivated at work and the answers paint a clear picture as to the importance of connection, purpose, and autonomy in their daily lives.

These core psychological needs that drive sustainable motivation have been challenged in this new world of work, where constant pivots, decreasing flexibility, and increasing workloads have created tense environments that leave less room for reflection and meaning.

As organizations wade through these murky waters back to solid ground, our respondents also shared their top three demotivators; the elements of work that are draining and challenging both engagement and productivity.

These behaviors don’t just frustrate employees, they erode trust, sap energy, and leave teams operating in survival mode. They show up in everyday interactions, one-on-one conversations, and missed opportunities to listen. Often, they stem directly from managerial habits and behaviors. This is why leadership training is so important, especially in times of tumult, as good leaders create strong cultures which retain talent, even when times are tough.

Now is the Time to Empower Exemplary Leaders

The most encouraging insight in all of this? Manager impact is not a fixed trait. It’s a skillset, and one that can be developed, supported, and strengthened over time.

Our research provided a clear path for organizations to follow to boost motivation and equip leaders with the tools they need to succeed.

Respondents shared the most impactful ways organizations can take action:

• Assessment: Use 360-degree feedback to surface both strengths and blind spots.

• Development: Offer targeted training focused on motivation, recognition, and trust-building.

• Accountability: Include team health and engagement metrics in performance evaluations.

• Support: Provide coaching to managers who need help navigating leadership challenges.

• Recognition: Celebrate leaders who create environments where people thrive.

Leadership isn’t just a title. It’s a daily practice of showing up with purpose, clarity, and care. And when organizations invest in that kind of leadership, the ripple effects reach every corner of the business.

Motivation isn’t a mystery. It’s shaped by culture, sparked by connection, and sustained by great leadership. As organizations continue to navigate uncertainty, one thing is clear: the quality of your leadership is directly tied to the motivation of your people.

When managers lead well, people do more than just show up. They bring their best. And when that happens, performance follows.

Wiley’s suite of professional solutions provides a structure and common language to help empower entire organizations with the skills needed to get to the next level. From unlocking the power of leadership at every level with The Leadership Challenge^®, building better teams with The Five Behaviors^®, improving understanding to create engaged, collaborative, and adaptive cultures with Everything DiSC^® on Catalyst™, or helping you make confident hiring decisions with PXT Select^®, Wiley has innovative solutions that help make the workplace a better place.

Wiley Workplace Intelligence conducts in-depth research on key workplace issues by gathering insights from individual contributors, managers, and leaders. Wiley Workplace Intelligence then analyzes these findings to provide actionable solutions that are shared in our blog.