Motivation represents a key process that initiates, directs and maintains goal-oriented behavior. Introducing the motivation factor into the working environment of civil servants represents a key component that has a significant impact on their productivity. The aim of the thesis is to show the implementation of motivation in the civil service in the function of improving employee productivity in a theoretical context, and in empirical research to learn the influence of attitudes about motivation for work, utilization of the potential of civil servants , job satisfaction and important factors of productivity. The purpose of the work is to point out the importance of the existence of material and non-material compensations in the civil service and how, through them, to improve the motivation of officials with the aim of increasing their productivity. Civil servants play a vital role in providing public services and managing government affairs. Their work covers a wide range of tasks, from administrative work to making important decisions that affect the lives of citizens. Precisely because of this importance, it is crucial to understand how motivation affects their productivity. Lack of motivation can have a negative impact on the productivity of civil servants. A sense of unfulfillment or lack of interest in work can lead to less commitment and doing the minimum work required to meet the demands. Lack of motivation can also result in an increase in errors, a decrease in the quality of services and a decrease in the general trust of citizens in the state administration. The survey questionnaire that was conducted for the purposes of this work determined that the majority of civil servants consider themselves motivated and satisfied with their workplace, and that they cite the salary as the most important factor for motivation to work. in order to achieve high productivity among civil servants, it is crucial to provide a motivational environment. This may include implementing reward and recognition systems, ensuring professional development and advancement opportunities, improving the work climate and ensuring clear goals and expectations.