This study aims to determine the relationship between financial compensation, leadership style and motivation to the employee?s performance of manufacture?s company. The respondents were managers of middle management at manufacture?s company as much as 110 people chosen randomly from the sampling frame amounted to 152. Data is collected using the instrument in the form of questionnaires. The instrument is calibrated using the validity of items and reliability coefficient. Data were analyzed using Structural Equation Modeling (SEM) with PLS Smart package. The results show that: (1) there is no influence of financial compensation (X1) on work motivation (Z), (2) leadership style (X2) has a positive influence on motivation (Z) significantly, (3) there is no influence of financial compensation (X1) on the employee?s performance (Y), (4) leadership style (X2) has a positive and significant influence on the employee?s performance (Y), and (5) work motivation (Z) directly have a significant positive influence on the employee?s performance (Y). These findings have implications that financial compensation does not significantly influence the work motivation and employee?s performance. Leadership styles significantly influence workers' motivation and employee?s performance. Work motivation influences employee?s performance. Leadership is an important factor in providing direction to the employee especially at this present moment in which transparency becomes essential. The leadership that is needed is leadership that can empower their employees. Leadership that can motivate employees is leadership that can foster a sense of confidence of the employees in carrying out their duties.201