People who speak the language of Recognition thrive when their work is seen and appreciated. For them, acknowledgment isn’t about ego—it’s about being visible and valued. Recognition can come through a thank-you note, a shout-out in a meeting, or positive feedback from a manager.
Example: “I loved how you handled the presentation today. Clear, confident, and impactful.”
Those motivated by Reward feel most fulfilled when their contributions are matched with tangible returns. This could be a bonus, a raise, or a gift that symbolizes their value. For them, the effort-to-reward balance is critical.
Example: “You’ve exceeded expectations this quarter—we’re awarding you a performance bonus.”
Growth-driven individuals want to expand their skills and capacity. They flourish when given new challenges, learning opportunities, or stretch assignments. They feel most valued when others invest in their development.
Example: “I think you’re ready to lead the next project—it’ll help expand your leadership skills.”
Stability-seekers want predictability and calm. They value structure, clearly defined roles, and consistent expectations. Surprises or disorganization can make them feel unsafe or undervalued.
Example: “Here’s our plan for the next 6 months, with clear milestones and responsibilities.”
Autonomy-driven individuals crave freedom in how they work. They want to be trusted to make decisions, manage their time, and approach tasks in their own way. Micromanagement demotivates them quickly.
Example: “This is your project—run it how you see fit, and let me know what support you need.”
People who prioritize Connection want to feel part of something greater than themselves. They value camaraderie, culture, and purpose. A strong sense of belonging helps them feel inspired and motivated.
Example: “Let’s build this together—we’re all in this as a team.”