What is intrinsic motivation in the workplace?
Discover how intrinsic motivation can boost employee well-being and contribute to organizational success.
Have you ever wondered why some people are eager to take on new challenges or learn new skills, even without immediate rewards? Whether it's volunteering at a local shelter, pursuing a difficult hobby, mastering a musical instrument, or sticking to a regular meditation routine, these activities highlight intrinsic motivation. They are driven by a deep passion or personal satisfaction, rather than by the desire for recognition or external rewards.
But how does intrinsic motivation apply in the workplace? Let's explore how intrinsic motivation connects with work culture and organizational success.
What Role Does Intrinsic Motivation Play in the Workplace?
Employees with intrinsic motivation often see a greater purpose or meaning in their work, which enhances their performance and fosters growth. These employees actively seek out learning opportunities to stay ahead in their roles. When employees are intrinsically motivated, they develop a strong connection to their work and the workplace culture, taking pride in their contributions and striving for continuous improvement.
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3 Pillars of Intrinsic Motivation
At the heart of intrinsic motivation are three key pillars: autonomy, mastery, and purpose. In his bestselling book Drive, author Daniel Pink explores over 50 years of behavioral research to explain the core principles behind intrinsic motivation:
Autonomy: This refers to the desire to control one's actions and decisions. In today’s hybrid work environment, where employees divide their time between remote and office work, autonomy gives individuals the freedom to choose when and where they work.
Mastery: Mastery involves the pursuit of excellence and skill development in a specific area. For example, an employee who regularly attends workshops to improve their technical skills is motivated by mastery.
Purpose: Purpose is about making a meaningful impact or contributing to a larger cause. For example, an employee at an accounting firm might volunteer to sort recyclables, driven by the purpose of supporting environmental sustainability.
By understanding these intrinsic motivators, leaders can improve employee engagement and create strategies that enhance organizational success.
What is an Intrinsic Reward?
An intrinsic reward is the internal satisfaction an employee feels after completing a task. These rewards are psychological and stem from personal effort, skills, and achievements. They create positive feelings and encourage ongoing skill development.
An example of an intrinsic reward is having the autonomy to choose tasks. For instance, Maria, a chef at your restaurant, is trusted by the manager to decide the cooking sequence for the daily menu, as long as each dish meets high standards. This autonomy, an intrinsic motivator, allows Maria to showcase her culinary skills at their best.
Other examples of intrinsic rewards at work include:
Taking on additional responsibilities
Gaining new learning experiences
Becoming more proficient in a specialized field
Earning greater trust or confidence from supervisors
While rewards and motivation are often linked, they are different in nature. Motivation refers to the drive felt before and during a task, while rewards are the outcomes of completing the task. For example, the desire to lead a project (motivation) drives an employee forward, but the successful completion of the project is the ultimate reward.
Intrinsic Motivation vs. Extrinsic Motivation: How Do They Differ?
Extrinsic motivation occurs when someone takes on a task to earn a reward or avoid a penalty. Common examples of extrinsic rewards include performance-based bonuses, promotions, and commissions.
While extrinsic motivation can be effective in certain situations—like encouraging employees to complete tasks they find less appealing—it has its limits. Relying too heavily on extrinsic rewards over time can lead to decreased motivation or even burnout. On the other hand, intrinsic motivation, driven by personal satisfaction and passion, tends to provide a more lasting and fulfilling approach to achieving goals.
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Benefits of Incorporating Intrinsic Motivation
Encouraging intrinsic motivation within your workforce can bring several advantages to your business:
1. Reduced Turnover Rate
Employees driven by intrinsic motivation find fulfillment in various aspects of their work, such as a sense of purpose or the opportunity to make a meaningful impact. This satisfaction leads to a positive connection with their roles, making them more content and less likely to seek new job opportunities.
2. Increased Productivity
Intrinsic motivation reduces the need for external recognition or rewards, leading to higher productivity. For example, consider two sales professionals. One is motivated solely by commissions, putting in extra effort to earn more. The other, who is passionate about the product, genuinely enjoys helping customers and putting in the effort, regardless of financial rewards. The latter's motivation stems from intrinsic satisfaction, driving consistent effort and performance.
3. Continuous Learning
Professionals driven by intrinsic motivation are naturally curious and eager to explore new ideas, concepts, and methods within their field. This curiosity motivates them to seek learning opportunities, whether through formal education, workshops, or self-directed research, ensuring they are constantly improving and expanding their skill set.
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How to Increase Intrinsic Motivation at Work
Here are some effective strategies to boost the intrinsic motivation of your employees:
1. Set Clear Goals
Having well-defined short-term and long-term goals gives employees a sense of purpose and direction. As they make progress toward these goals, they experience a tangible sense of accomplishment. This reinforces their motivation, encourages them to take on new challenges, and fosters growth and development within their roles.
2. Prioritize Employee Well-being
Motivation can quickly fade when employees face stress or discomfort. To support your team’s well-being, create a positive work environment, whether on-site or remotely. Offering flexible work schedules and ensuring a comfortable workspace can significantly improve your team's morale and motivation.
3. Offer Constructive Feedback
Building a culture of open communication and feedback creates a supportive learning environment. When employees feel comfortable asking questions, seeking guidance, and sharing ideas, they experience a sense of belonging. This inclusivity and support fuel intrinsic motivation, encouraging a shared commitment to growth and excellence.
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