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Distinguishing hygiene factors from motivators in Herzberg's two-factor theory helps explain what actually drives ongoing motivation at work. Hygiene factors are about the surroundings of the job and payment: they prevent dissatisfaction but don’t by themselves create lasting motivation. If pay is too low or working conditions are poor, people become unhappy; however, simply increasing pay or improving the environment won’t necessarily make someone more motivated in the long run unless there are motivating elements in the job as well.

Pay is a hygiene factor because it relates to extrinsic, transactional aspects of the job—compensation. While fair pay helps prevent dissatisfaction, it doesn’t by itself boost ongoing motivation. On the other hand, recognitions, interesting and engaging work, and personal achievement are motivators; they pertain to the content of the work and opportunities for growth and fulfillment, which genuinely enhance motivation when present.

So, pay is the hygiene factor.