Advice from Psychologists to Try When You Lose Motivation at Work

In the morning, even when I open my computer, my hands won't move. The work I used to willingly take on now feels like a chore. Even after finally completing one task, the feeling of "another one is coming" takes precedence over any sense of accomplishment.

Looking at myself like this, am I blaming myself by thinking, "I used to be able to work harder"?

An article published by the German news media MOPO on November 12, 2026, introduces perspectives on how to think when motivation for work declines, based on interviews with psychologist and coach Anne Krien and business coach Claudia Hansen.

What is presented there is not just a method of motivating oneself through sheer willpower. It involves looking for things you can change yourself while also not bearing alone the problems created by workplace structures.

Having days when you're not motivated is different from continuously losing motivation

Not many people can work with the same level of enthusiasm every day.

There are days when monotonous tasks continue, and days when you feel down because you didn't receive the expected evaluation. Just because you're not enthusiastic about the work in front of you doesn't mean you're not suited for the job.

In the original article, Krien also explains that fluctuations in motivation for work are natural. However, if a decline in feelings continues for weeks or if previously high motivation suddenly disappears, she advises reviewing the causes in detail.

What's important here is not to lump different problems together under the term "lack of motivation."

Are you tired and lacking rest? Is the work monotonous? Is your effort not being recognized? Or are the actions required at work clashing with the values you hold dear?

If the causes are different, the necessary responses will also differ. Advising someone with an overwhelming workload to set higher goals might only increase their burden.

The draining feeling of "Nothing will change even if I say something"

The original article lists lack of recognition from superiors, not feeling the meaning of work, and value conflicts as backgrounds for decreased motivation.

Among these, it's worth considering the feeling of "I can change something with my actions."

For example, even if you propose improvements, there's no response. You're asked for opinions in meetings, but the conclusions are always predetermined. You don't know what purpose the materials you painstakingly created served.

If such experiences continue, it's no wonder that the feeling of "I'll try to be creative next time" fades.

When you only see the appearance of someone who has lost motivation, they may seem passive. However, there might have been numerous attempts to engage without receiving any feedback before reaching that point.

Hansen emphasizes the importance of focusing on what you've accomplished even in difficult situations and the small areas where you can make an impact. It's not just about achieving big results; there's meaning in being able to confirm that your actions led to something.

Voices on social media saying, "The conditions aren't bad, but working is tough"

This issue cannot be explained solely by dissatisfaction with conditions.

On the overseas forum Reddit, there are posts from people who are satisfied with their salary, flexible working hours, and remote work, yet feel lonely or unappreciated. The posters mention being relied upon to properly complete tasks, but their efforts are taken for granted, and they are expected to cover for others during their vacations.

Even if there are good aspects of working conditions, dissatisfaction can remain if one's contributions are not recognized. Such conflicts are evident.

In another post, someone involved in data collection, verification, and coordination for reporting tasks was troubled by being compared to a substitute's working hours. The substitute already had the necessary data, so they didn't handle the same preparation process. Yet, it appeared as if they were slower, leading them to question the value of working meticulously.

The issue here is not just the speed of work but also how to evaluate the work behind the deliverables.

These are not direct responses to the MOPO article but individual experiences on social media related to the same theme. The content is based on personal explanations and does not represent the overall reality of the workplace or public opinion. Nevertheless, they convey the specific concern that "when efforts go unnoticed, motivation is also diminished."

Five approaches to try to regain motivation

The original article introduces five directions to regain motivation for work. Below are those suggestions, adapted to examples that are easier to consider in Japanese workplaces.

1. Reclaim a small part of the work you used to love

When you started your current job, what did you find interesting?

Listening to customers. Shaping new ideas. Organizing complex information. Solving someone's problems.

When you're busy with daily adjustments and reporting, the tasks you used to enjoy might get pushed aside.

You don't have to love all of your work. Consider whether you can allocate a little time to tasks you previously found fulfilling, and discuss the distribution of responsibilities. The trigger for rebuilding doesn't have to be something so large as to change the entire job.

2. Question "because it's my responsibility" just once

You can't choose all your tasks freely. However, there may be room for discussion regarding how to proceed and the division of roles.

For example, if you're good at creating materials, you could take on part of the meeting preparation in exchange for adjusting other tasks. If you find customer interaction rewarding, propose increasing opportunities to engage in that work.

Transform the desire to "work more enjoyably" into a specific consultation like "I want to leverage my strengths in this task."

However, if a positive proposal results in only an increase in responsibilities, it could have the opposite effect. It's important to consider both the new tasks you take on and the tasks you reduce.

3. Reduce one small inconvenience each day

To regain motivation, it doesn't necessarily mean adding new goals.

Transcribing the same content repeatedly. Not knowing where to confirm things and having to search for people each time. Continuing to create reports without knowing if they're being used.

If you can reduce one of these burdens, it might lead to a sense of "I can make changes to how I work."

Of course, this doesn't mean arbitrarily omitting necessary confirmations or records. Consult with stakeholders to find parts that can be changed, such as unifying formats, reviewing frequencies, or clarifying responsibilities.

4. Communicate the feedback you want specifically

Even if you think "I want more recognition," your boss may not necessarily understand what is being requested.

For example, say, "Please tell me what was good about this work and what should be improved next," or "I want to regularly check if the priorities are aligned."

The approval mentioned here is not just about praise. Knowing what is expected and what has been achieved can also be a clue to advancing work.

However, if issues like unfair wages, promotions, or work distribution are the problem, words of appreciation alone won't solve them. It's necessary to discuss evaluations and review conditions and roles separately as needed.

5. Don't keep problems to yourself

When you talk to colleagues, you may find that others are also struggling with tasks you thought you were the only one having trouble with.

"This verification process takes time," "I don't know the priority of requests." Such specific discussions might reveal common issues.

On the other hand, if there's no one you feel comfortable talking to at work, you don't have to force yourself to resolve it internally. Talking to external consultation services or trusted individuals can also be a way to organize the situation.

To start today's work, don't overthink "completion"

Improving the workplace takes time. Meanwhile, there are tasks you must start today.

One of the tips introduced in the original article is to break work into small stages.

Instead of "completing the proposal," break it down into "open the file," "write three headings," and "look up one necessary figure." Start with the intention of creating a draft without seeking perfection from the beginning.

This method can be used to lower the hurdle of starting.

However, even if you break the work into smaller parts, the problem of having too much overall remains. Crafting a way to start and adjusting the amount you take on are separate necessary responses.

There are walls that cannot be overcome by individual effort alone

What should not be overlooked in the MOPO article is that the responsibility for maintaining motivation is not placed solely on the workers.

If there is no range that the individual can change, methods like proposing, being creative, or consulting may not function well. If the problem lies in the organizational culture or work system, responses from superiors or the company are necessary.

The World Health Organization (WHO) also cites excessive workload, lack of discretion in work, and lack of support from colleagues or superiors as mental health risks in the workplace. It recommends organizational measures targeting working conditions and environments.

In Japanese workplaces, for example, if positivity is demanded in understaffed departments or if proposals are continuously rejected while autonomy is expected, workers are likely to hit a dead end.

What managers need to confirm is not just "why don't you work harder," but also "is there a system in place where efforts lead to work improvement and appropriate evaluation?"

The original article also points out the importance of reflecting together on what could be done even in difficulties, rather than immediately moving on to the next goal after a challenging year.

Is there work that prevented troubles or supported colleagues hidden behind the result of unmet goals? Specifically recognizing this is one of the actions managers can take.

If it affects life outside of work, prioritizing consultation is okay

If the situation doesn't change despite repeated efforts and consultations, reconsidering whether the current workplace or role suits you may also be an option.

However, it doesn't have to be a binary choice of "if it's tough, quit immediately." Adjusting workload, changing assignments, taking a break, or gathering information for a job change are options that can be considered depending on the situation.

Moreover, if there are changes such as not enjoying anything on holidays, being unable to sleep, or continuous mood declines, it's important not to dismiss it as merely a motivation issue.

The Ministry of Health, Labour and Welfare's "Kokoro no Mimi" also guides not to bear worries alone and to consult if conditions like sleeplessness, persistent gloomy feelings, or inability to enjoy favorite activities continue. When consulting with occupational physicians or medical institutions, it's good to convey the changes occurring in both work and life.

There's no need to keep pushing yourself with the thought, "If I try harder, I should be able to return."

The first step to regaining motivation for work might be not scolding yourself, but identifying what is burdensome and what needs to change.

Sources and References

1. MOPO:Advice on causes of decreased motivation for work, five coping strategies, and the limits of self-effort by Anne Krien and Claudia Hansen. Published on November 12, 2026.
   https://www.mopo.de/ratgeber/nur-noch-genervt-vom-job-was-psychologen-jetzt-raten/5083067

2. Reddit: Posts expressing satisfaction with salary and flexible work while feeling lonely and unappreciated
   Used in the introduction of SNS in the text. Not a direct response to the original article, but related personal experiences. Content summarized for introduction.
   https://www.reddit.com/r/work/comments/1fvv6sgreddit.com

3. Reddit: Dissatisfaction with being compared only by working hours without seeing the preparation and verification process
   Used in the introduction of SNS in the text. A personal post, not independently verified by the employer's explanation.
   https://www.reddit.com/r/antiwork/comments/1grcjq3reddit.com

4. WHO: Mental health at work
   Materials on workplace risks such as excessive workload, lack of discretion or support, and organizational measures targeting working conditions.
   https://www.who.int/news-room/fact-sheets/detail/mental-health-at-workwho.int

5. Ministry of Health, Labour and Welfare "Kokoro no Mimi": Q&A on mental health for workers
   Reference for not bearing workplace worries alone, considering consultation options, and seeking medical advice if changes in sleep, mood, or enjoyment persist.
   https://web3.kokoro.mhlw.go.jp/qa/