Intrinsic motivation, as it implies, refers to behavior driven by internal rewards. On the other hand, there is extrinsic motivation, which (as you can guess) is behavior driven by external rewards or in avoidance of punishment. Which type of motivation is better than the other? There is no clear answer here, because in most cases, a mix of the two is required to motivate individuals properly and effectively.
The Entrepreneur Handbook states that the “key to building an engaged workforce is putting in place the necessary measurement and reward systems to capture employees’ extrinsic motivation, while also understanding the unique intrinsic drivers that motivate each of your employees”. To understand the intrinsic motivational drivers of people, you will need to get to know them well because these drivers vary from person to person.
Once you figure out how to build the intrinsic motivation within the individuals on your team, you will see the commitment and loyalty grow along with it. Employees will feel engaged and valued, which is what every leader should want in their employees.
How can you figure out what intrinsically drives employees? It won’t be easy, but let’s walk through some of the key intrinsic motivational drivers (identified by Industry Week) to get you thinking the right way!
This occurs when individuals are intrinsically motivated by the desire to learn. Provide these individuals with opportunities to learn and problem-solve. Allow them time to give you research-supported answers when asking for input, instead of putting them on the spot and expecting a subjective answer.
This occurs when individuals are intrinsically motivated by the desire to see high return on investments (time, energy, and resources). Allow these individuals to work on tasks with tangible outcomes and tasks that efficiently use time, systems, and/or materials.
This occurs when individuals are intrinsically motivated by the desire to create and experience harmony, beauty, and balance. Implement flexible processes and systems for these individuals to promote creativity, respecting their desire for a work-life balance.
This occurs when individuals are intrinsically motivated by the desire to lead, create strategic alliances, and maximize personal accountability. Avoid limiting opportunities for these individuals when they are ready to take on leadership roles or other advancements, leveraging their motivation to lead and achieve.
This occurs when individuals are intrinsically motivated by the desire to help others. Provide individuals with opportunities to collaborate, recognizing that they will frequently place more importance on people over tasks.
This occurs when individuals are intrinsically motivated by the desire to follow a set of principles to guide their life. Align the work of these individuals with tasks and projects consistent with their core values, giving them structure and order as much as possible.
It’s common for leaders to think employees will become more motivated if they see a raise in their salary or receive a bonus. While this might prove to be true in the short term, they also need to be intrinsically motivated to feel longer-term commitment and value within your company. The key is to get your people from me to we, and this happens when leaders take time to learn the why of individuals.
If you’re ready to work as a team to figure out each other’s intrinsic motivators, chat with a CoreCounts Consultant about the options we have for training!