Why Incentives Fail—And What Actually Works
The Fulfillment Factor: What Truly Fuels Human Performance
There’s a myth that refuses to die:
“If we give people the right incentives, they’ll perform better.”
So we throw money at the problem. We dangle promotions, host pizza parties, create complex bonus structures, and hope our team will rise to the occasion.
Let’s be blunt:
Performance doesn’t come from pressure—it comes from purpose.
And purpose?
That’s not something you give someone.
It’s something they uncover within themselves.
Your job as a leader isn’t to push people harder.
It’s to create space, support, and reflection—so they remember why they care at all.
You Can’t Hack Motivation
Here’s what most companies try:
Bonuses
Titles
Public praise
New tech perks
“Unlimited” PTO (that no one feels safe enough to use)
It’s like handing someone a Band-Aid when their internal organs are failing—then wondering why they’re not running marathons.
At best, these tactics cause short-term spikes.
At worst, they create cycles of burnout, quiet quitting, and high turnover.
Because here’s the truth:
You can’t make someone care. You can only show them that their care matters.
If Someone’s “Underperforming”…
They might already be overcompensating in ways you can’t see.
They might be:
Silently stressed and anxious
Dealing with family or personal trauma
Questioning their self-worth
Coping with burnout in unhealthy ways
Numbing out to survive
And then they show up to work and are told to “smile more,” “work harder,” or “lean in.”
That doesn’t fix the root issue. It only piles on more weight.
The Truth About Performance: It’s Personal
No one performs at their best long-term unless it means something to them.
Not just a paycheck.
Not applause.
Not even a promotion.
They need something deeper—something that lights them up internally:
A sense of growth
A feeling of ownership
The belief that “what I do matters—to me”
A path that leads to peace, not just pressure
Fulfillment that doesn’t drain them dry
Until someone feels full within themselves, they can’t give you their best.
And that’s not selfish.
That’s biology.
That’s soul.
That’s reality.
You can’t pour from an empty human. Not even into your bottom line.
Stop Comparing Employees to Athletes
Let’s kill another myth while we’re at it:
“Top athletes push themselves—why can’t my team do the same?”
Because your employees aren’t being paid millions, sponsored by Nike, or praised by screaming fans.
They’re not chasing glory—they’re chasing rent, peace, or purpose.
You’re asking them to deliver Super Bowl performance while you silently cut budgets, eliminate support, and pile on pressure.
That’s not a performance culture.
That’s fear culture.
And even top athletes?
They crash.
They burn out.
They self-destruct when the applause stops—because they were driven by ego, not internal fulfillment.
So why are you modeling your workplace after that?
Your people don’t need a stadium.
They need sanity.
They want to feel that their work connects to their life—not just your quarterly targets.
So What Can You Do?
You can’t control motivation.
But you can nurture momentum.
Start here:
Believe in them, even before they believe in themselves
Ask what they need, not just what they’ve done
Reflect their impact, not just in KPIs, but in human terms
Speak to their future, not just today’s task list
Recognize invisible effort, not just visible output
Provide clarity, not confusion disguised as “freedom”
Support their growth, not just your goals
The Bottom Line
People don’t want perks.
They want peace.
They want to feel seen, supported, and fulfilled—not just managed.
You can’t keep dragging them uphill and wondering why they’re exhausted.
Fuel their fulfillment—and the performance will follow.
Not out of fear.
Not from obligation.
But from flow—and that’s when the magic happens.
