The article addresses the problem of increasing the effectiveness of employee motivation in the context of a turbulent economy and intensified competition for qualified personnel, when the separate use of tangible and intangible incentives does not ensure the achievement of an organization’s strategic objectives. The aim of the study is to theoretically substantiate and empirically test an integrated motivation technology that combines financial and non-financial tools into a single system linked to KPIs and the company’s strategy, aimed at increasing engagement, productivity, and shareholder value. The theoretical framework of the research is based on the analysis of more than 150 domestic and foreign sources on motivation theory, talent management, and strategic HR management, while the empirical part is represented by a longitudinal quasi-experiment conducted between 2020 and 2023 in 20 companies in the IT and financial consulting sectors (over 15,000 employees), divided into experimental and control groups. The study employed content analysis of internal documents, employee surveys (eNPS, Q12), interviews with managers, and analysis of financial and HR reports; statistical data processing was performed in IBM SPSS Statistics using t- and U-tests, as well as correlation-regression, factor, and cluster analyses. The results showed that the integrated motivation system ensures a significant advantage of the experimental group in terms of return on human capital (ROHC), EBITDA margin, net profit per employee, and revenue growth rates, while simultaneously reducing turnover and absenteeism and increasing eNPS and average tenure. Correlation analysis revealed differences in the impacts of individual tools: KPI-based bonuses are more strongly associated with current productivity, whereas profit sharing, training, and career development programs exert the greatest influence on innovative activity and strategic behavior orientation. It is concluded that the synergy of tangible and intangible incentives transforms personnel costs into high-yield investments and forms a methodological framework for designing adaptive motivation systems focused on achieving the organization’s long-term strategic priorities.