The Covid-19 pandemic has had a severe impact on companies' way of working. It has become crucial for companies to transition into working remotely due to the societal restrictions in order to maintain business. New ways of communicating and collaborating have been necessary for the development which have had an impact on the motivation which this study will focus on. Companies have limited insights on how remote work affects a complex phenomenon as motivation. The purpose of this study is therefore to analyse important changes in motivation due to the transition into working remotely in an agile organization. Research shows that working remotely changes several influential factors related to motivation, forming our first research question. Additionally, the agile practice shows proof of enhancing several of these factors when working remotely thus forming the second research question. This study relies on its theoretical framework using the MOCC model for categorizing intrinsic and extrinsic motivation for software developers in relation to external changes such as characteristics and changes in the working environment. In addition, the study uses an earlier framework of changes in motivation in relation to the agile practices. The objective for this study is to help agile organizations analyse and draw conclusions from this study on how to motivate software developers in a remote agile context. The importance of motivation for software developers are emphasized in several studies. However, a lack of studies has been made in recent years, especially with regards to motivation in a remote workplace, additionally little to no studies have been made on this topic since the start of the pandemic. Many answers from our empirical analysis give a polarized view of different perspectives which makes it a complex phenomenon. The result from this study shows that a lot of the software developers have a strong intrinsic motivation due to the agile methodology. The intrinsic motivation in terms of developing software has not changed, however, many other intrinsic motivators related to the organization have been challenged. Also, our results show that external motivation has changed due to changes in both communication and collaboration.