Burned Out or Bored? What Your Lack of Motivation Is Trying to Tell You
When Work Feels Like a Grind
Ever sat at your desk and wondered why the work that once energized you now feels like a chore? No, it's not just you. More people than ever are speaking openly about burnout, the challenge of doing more with less, information overload, and the creeping sense of disconnection in their jobs. And while some might wonder if their inability to focus points to ADHD or a lack of discipline, the real issue may be more systemic: our jobs often don’t reflect what drives us.
We’re flooded with emails, pings, and meetings that pull us in a dozen directions—but leave us without a sense of meaningful output. It’s not just demotivating; it’s depleting. So if you’ve been feeling unmotivated lately, you’re not broken–but the controls and systems at your workplace might be. What’s likely at the core of your lack of motivation is that your work isn’t aligned with the things that naturally fuel your drive.
Motivation isn’t just about mindset—it’s about cultivating internal supports, structures, and open communication that align a person's values with the work environment.
What Really Drives Us at Work?
Motivation is more than an aphorism on a coffee mug. It’s what gives our work meaning, momentum, and a sense of direction. And while salary, benefits, and job stability all matter, they rarely explain why some people thrive at work while others burn out.
To understand what actually motivates us, let's talk about so-called "motivators". Our inner drivers that get us to perform at our best. There are a myriad of theoretical frameworks out there, but let me illustrate the idea by pulling from Daniel Pink’s popular model of intrinsic motivation.
Autonomy, Mastery, and Purpose
In his book Drive, Daniel Pink argues that true motivation doesn’t come from carrots and sticks, but from within. Drawing on research from behavioral psychology and neuroscience, he identifies three pillars that fuel our best work:
Autonomy – the desire to direct your own life
Nobody wants to be a cog in a machine. Whether it’s choosing how to approach a project, when to work, or what tools to use, autonomy allows us to feel ownership over our work.
Even within structured organizations, people thrive when they have room to shape how they get things done. Feeling micromanaged or over-controlled stops motivation in its tracks.
Mastery – the urge to get better at something that matters
It’s frustrating not to be good at something — but it’s incredibly satisfying to get better at it. The path to mastery is long and sometimes uncomfortable, but when we can see ourselves improving, and when small wins are recognized, we stay motivated to keep going. Whether it’s refining a skill, learning a tool, or reaching a milestone, growth is fuel.
Purpose – the sense that your work serves something bigger
People are far more engaged when they believe their work contributes to something meaningful — whether that’s helping others, shaping a product they believe in, or supporting a cause they care about. Without that sense of why, even well-paid work can feel hollow. But with a strong sense of purpose, even repetitive tasks can feel worthwhile.
Is Your Job Aligned with What Motivates You?
Now that we’ve explored what drives motivation, the next step is to look inward: how much of your current job actually taps into these motivators?
Take a moment to reflect on the following questions. You don’t need to journal (though it might help), but bringing these thoughts into focus can be the first step toward positive change.
Autonomy: Do you have room to shape your work?
Can you decide how or when you complete your tasks?
Are you trusted to make decisions, or are you micromanaged?
Do you have input into your goals or priorities?
Mastery: Are you growing?
Are there skills you’re actively developing?
Do you get feedback that helps you improve? (Not just praise!)
Are your efforts and milestones acknowledged?
Purpose: Do you see meaning in what you do?
Does your work contribute to something that matters to you?
Do you understand how your role fits into the bigger picture?
Can you connect what you do to a mission, cause, or (personal) value?
Motivation isn't static. It fluctuates based on your environment, support system, and the demands placed on you. But naming what matters to you — and noticing when it’s missing — is the first step in reclaiming your motivation at work.
Because this doesn't just fall on you. Start by bringing your reflection to the next 1:1 with your manager to explore what they can do, what systems and structures they can put in place to activate your motivators.
Motivation Is a Shared Responsibility
If you’ve been feeling unmotivated lately, that’s not a personal failure. It’s an invitation to pause, reflect, and advocate for yourself: Is your work aligned with what drives you? Are you being given the conditions to do your best thinking, your most meaningful creating, your deepest contributing?
Motivation isn’t something you either have or don’t. It's not a decision to “live, laugh, love.” It's a process you can actively control and shape—constantly—by improving the systems, environments, and relationships around you.
The future of work isn’t about hustling harder. It’s about building environments where people can do work that matters, in ways that sustain them. Let’s make that the standard, not the exception.
And for you managers and ops leaders out there: Motivated teams don’t just happen–you create them. They’re built, intentionally, through thoughtful leadership, structural support, and a culture that treats motivation as a shared responsibility that is protected, not squeezed out.
If you're unsure about how to handle the influx of direct reports wanting to talk about reclaiming their motivation, ask Tee Lex! Send us an email via hello@teelexinc.com with subject line “What drives us” to claim your free guide to Reclaiming your team's motivation, and share your questions and concerns.
