Understanding Intrinsic and Extrinsic Motivation in Your Employees

What motivates your employees?

A key component of leadership is motivation and how different techniques can be used to motivate and engage employees. Intrinsic and extrinsic motivation refer to the forces that drive behavior. Internal motivation arises from within, while external motivation comes from outside forces.

Intrinsic motivation is when you engage in a behavior because you find it rewarding. You are performing an activity for its own sake rather than from the desire for some external reward. The behavior itself is its own reward.

Extrinsic motivation is when we are motivated to perform a behavior or engage in an activity because we want to earn a reward or avoid punishment.2 You will engage in behavior not because you enjoy it or because you find it satisfying, but because you expect to get something in return or avoid something unpleasant.

Of the two types of motivation, intrinsic motivation tends to be the strongest motivator over the long-term. Both intrinsic and extrinsic motivations can be helpful if you understand how to leverage them for employee professional development. Many people think intrinsic motivation is the most desirable of the two, but both have their strengths if you know how to take advantage of them.

Intrinsic motivation isn’t possible in every situation due to human nature. No two employees are precisely alike in what motivates them and what brings them satisfaction in the workplace. Not all intrinsically motivated individuals will apply those skills in their workplace, either.

While it’s true that employees do benefit from a bit of intrinsic motivation, extrinsic motivation comes in to offer something extra. These incentives — whether it’s a special perk, a bonus or something similar — can push your team forward. Offering the chance of rewards or praise can get them to complete tasks they weren’t initially interested in or level the playing field for all employees to participate and move your department or company towards the same goal.

Generally, managers should utilize extrinsic rewards when they need to motivate their team to take on new responsibilities or learn new tasks. Try not to rely on extrinsic motivation for everything, as that can create the unrealistic expectation that there will always be this kind of reward.

It’s possible to influence intrinsic motivation, though it’s not as straightforward as offering an extra day off for the highest performer on the team. Personal preference means that some people will never grow interested in a topic or want to pursue continuing education, no matter how much it can benefit them in the workplace.

But that’s not always the case. Some extrinsic motivation, such as recognition for a job well done or delivering positive feedback, can be utilized as tools to inspire intrinsic motivation. This also has a positive effect on employee motivation. 

Rewards used to inspire extrinsic motivation can encourage intrinsic enjoyment of the task over time. However, too many extrinsic rewards can have the opposite effect, leading employees to rely on them to stay motivated.

Both extrinsic motivation and intrinsic motivation drive human behavior. There are several key differences between motivation that comes from external rewards and the kind that is driven by an individual's genuine interest, including the influence of each type on a person's behavior and the situations in which each type will be most effective.

Understanding how each type of motivation works and when it is likely to be useful can help people perform tasks (even when they do not want to) and improve their learning.

Five Tips For Keeping Your Talented Team Satisfied

An interesting survey carried out by market research firm Ipsos in 2022 found that around 76% of employees were satisfied with their current jobs. However, the same survey found that 58% were either actively looking for new positions or were open to new opportunities.

What this shows is that many people are actively looking for improvements and meaningful changes in their current working situations.

As managers, what does this mean for us? What can we do to ensure our teams are fulfilled and willing to contribute their best efforts to the roles they are playing? Here are five tips:

1) Put quality of life as a priority for team members

Yes, compensation is still important, but be aware that employee well-being and other benefits play a vital role in the overall satisfaction of people in the workplace. You want to ensure you understand what team members value most in their jobs. Dan Pink wrote that, after the key issue of compensation was dealt with, the three main drivers of motivation are a) Autonomy (having the ability to do the job in the way they want to do it), b) Mastery (the ability to get better at doing stuff), and c) Purpose (Working for a company that has an inspiring reason for existing, so people feel they want to be part of something bigger and better)

2) Agile working practices

People have emerged from the pandemic with different priorities and a changed perspective on what ‘work’ is about. We need to assess what these changes are for our business and its implications for future work.

Companies that have become more agile in their processes will attract the talent needed to take them onto the next level of competition, so think how you are embracing agile thinking in your areas of responsibility

3) Encourage autonomy and flexibility

Another way to keep your team engaged and satisfied at work is to encourage autonomy and flexibility. You can do this by giving them the freedom and responsibility to make decisions, manage their time, and choose their work style and location. Autonomy and flexibility help your team members feel empowered and trusted and allow them to work in a way that suits their preferences and needs. They also help you promote innovation and creativity and adapt to changing circumstances.

4) Build opportunities for career progression

The younger generations (generically speaking) have a much greater emphasis on where their job is taking them, career-wise, than previous generations. Think of this as ‘progression’ rather than just ‘promotion’. Being able to assist team members in their development and growth will not only help them, but also you as a department and company. The ‘power skills’ that will be needed in the future include things like quality communication, leadership, critical thinking, agile thinking and problem-solving. The more you immerse your teams in these key future skills, the greater their propensity will be to see their futures at your company, rather than having to move on to achieve them.

5) Build relationships and culture

A fifth way to keep your team engaged and satisfied at work is to build relationships and culture. You can do this by creating opportunities for social interaction, collaboration, and fun, such as team meetings, events, or activities. You can also foster a sense of belonging, identity, and purpose, by sharing your vision, values, and stories, and by involving your team in decision-making and problem-solving. Relationships and culture help your team members feel connected and engaged and create a positive and supportive work environment.

Managing teams is difficult work.  It requires commitment to the team and being both intuitive and a good listener.  It requires excellent communication skills, and a lot of patience. By focusing on employee retention, organizations can achieve increased performance, higher motivation and improved outcomes.

Four Levers to Increase Employee Motivation

Employee motivation is an integral part of performance and excellence for a business or company. No magic can replace the efforts your staff put in the company, as they are the centerpiece of the organization. Their attitude and diligence in duty ensure that everything flows daily.

Being self-motivated is an important quality to have in the workplace. It means that you know exactly what needs to be done and will do it without having to be asked twice. You may even go beyond what is asked for you because you enjoy your job so much or because you want to achieve success in your career.

Motivation comes from within. Individuals have the capacity to motivate themselves...or demotivate themselves. Leaders can help them see the way by creating and sustaining the kinds of conditions that help them bring their best selves to work every day.

Nitin Nohria, Boris Groysberg, and Linda-Eling Lee developed a model for increasing motivation which is comprised of 4 primary levers:

Job Design – This includes:

• Design jobs that have distinct and important roles in the organization
• Design jobs that are meaningful and foster a sense of contribution in the organization

The culture – This includes:

• Foster an alliance and friendship among co-workers
• Value collaboration and teamwork
• Encourage sharing of best practices

Performance management and resource allocation – This includes:

• Increase the transparency of all processes
• Emphasize their fairness
• Build trust by being just and transparent for rewards and work assignments

The reward system – This includes:

• Sharp differentiators between good, average, and poor performers
• Tie rewards clearly to performance
• Pay as well as your competitors

So, carefully consider and implement these four motivators in ways that work well for your business and you will have the best possible chance of building a truly motivated workforce that will serve you well for months and years to come.

10 Strategies to Make a Positive Impact on Employee Engagement

Employees are the lifeblood of an organization. How they interact within your company and with your customers directly correlates to a company’s success. Therefore, when organizations improve employee engagement, their business thrives.

Employee engagement, or the enthusiasm and dedication employees feel toward their employer, is crucial in creating a positive and productive work environment. When employees are involved and participate in the work, they are more likely to contribute their best efforts, stay committed to their roles, and positively impact the organization’s overall success.

Finding ways to get employees involved and excited about their work can seem complex and perhaps hopeless. However, for most people, engagement depends on connection and mutual respect, which can be simple to improve.

So, whether you find yourself in an overhaul of your company culture or just looking for some new ways to involve your employees, I’ve compiled a list of proven strategies that can make a positive impact on employee engagement.

1. Communicate Openly

Regular and transparent communication is essential for engaging employees. Hold team meetings, provide updates on company goals and progress, and encourage open dialogue. Keep employees feeling heard, valued, and informed about the organization’s direction.

2. Provide Feedback and Recognition

Regularly providing constructive feedback and recognition acknowledges employees’ efforts and achievements and reinforces their value to the organization. Recognizing individual and team accomplishments publicly boosts team morale and motivation. 

3. Foster a Positive Work Environment

Create a positive work environment that fosters engagement and supports employee well-being. That can include encouraging teamwork, collaboration, and positive relationships among colleagues, as well as promoting work-life balance and offering programs that support employee wellness.

4. Offer Professional Development Opportunities

Offer training programs, workshops, or mentorship opportunities that align with employees’ interests and career goals. Providing opportunities for growth and development will demonstrate your investment in the value and potential of your employees.

5. Delegate Meaningful and Challenging Tasks

Empower employees by delegating tasks that are meaningful, challenging, and aligned with their skills and interests. By providing autonomy and responsibility, you can ignite their passion and motivation for their work.

6. Encourage Innovation and Creativity

Foster a culture of innovation and creativity by providing platforms for sharing ideas, implementing new initiatives, and recognizing innovative contributions. This can re-engage disengaged employees by giving them a sense of ownership and purpose.

7. Recognize (And Address) Work-Related Stress

Disengagement can often be a result of work-related stress. Take the time to identify the sources of stress in the workplace and implement strategies to address them. This could involve workload adjustments, improving work processes, and providing resources to support employees’ mental health.

8. Promote Work-Life Balance

Help employees achieve a healthy work-life balance by promoting flexible work arrangements, encouraging employees to take breaks and use vacation time, and prioritizing self-care. A balanced lifestyle can improve engagement and overall well-being.

9. Foster a Sense of Belonging

Create a sense of belonging by promoting inclusivity and diversity within the organization. Encourage employees to share their perspectives, ideas, and experiences by fostering a supportive and inclusive work environment where everyone feels valued and respected.

10. Lead By Example

Leading by example shows that you value and appreciate your employees. Demonstrating enthusiasm, passion, and commitment can inspire employees to engage and become more invested in their work.

Engagement isn’t something companies do just to make employees feel happy. It’s a business strategy for success.

To be successful, organizations need engaged employees because they’re enthusiastic and invested in their work. And feeling positive about their work leads to better physical and mental health.

Decades of Gallup research shows that highly engaged workplaces claim 41% lower absenteeism, 40% fewer quality defects and 21% high profitability.

The bottom line is engaged employees produce better work because they’re happier and they feel like they’re part of something bigger than themselves.  

Improve Engagement With One Meaningful Conversation Weekly

Employees in the U.S. continue to feel detached from work, according to research firm Gallup's most recent employee engagement survey. Only 33 percent of employees were engaged, while 16 percent of workers reported being actively disengaged according to the survey.

Gallup presents an insightful solution.

"A manager having one meaningful conversation per week with each team member develops high-performance relationships more than any other leadership activity," writes Gallup. The research firm says such conversations can be as short as 15 minutes.

One meaningful conversation per week.

In just five words, Gallup describes the biggest key to employee engagement, an emotionally intelligent habit that you can use to help make your employees feel needed, wanted, and motivated.

What does a meaningful conversation look like? After analyzing the data,

Gallup outlined the top five characteristics of what it calls "meaningful conversations," namely:

1. Recognition or appreciation for recent work.

2. Collaboration and relationships

3. Current goals and prioritization

4. Regular and brief sessions

5. Emphasizing strengths

This aligns with my beliefs and experience with 1-on-1 meetings. These 1-on-1 meetings are crucial to the success of your company. Think about it. 1-on-1 meetings are a tool used to help your employees succeed, which directly impacts how well your company performs. Without these meetings, you’d have directionless, disengaged employees — which isn’t good for team morale or accomplishing goals.

There are 5 ways your managers can improve their engagement when it comes to 1-on-1 meetings.

1. Don’t skip the 1-on-1

Rule number one of 1-on-1s: never skip them. It doesn’t matter how busy your management team gets. A 1-on-1 that’s regularly skipped or rescheduled indicates to the employee that they’re not a priority. And that fosters feelings of indifference, which can cause disengagement. Reschedule meetings if needed. 

2. Be prepared

Want to have a useless meeting? Well, if you don’t prepare before you come to the table, it’s more or less guaranteed to be — let’s be frank — a waste of time.

It’s obvious to an employee when their manager is unprepared for a meeting. And that reflects poorly on the entire company. It makes an employee feel like their manager doesn’t care, which has a devastating effect on their employee experience.

3. Actively listen

Listening may not come naturally to everybody. The 1-on-1 is a great opportunity to brush up on this skill. Remember, the 1-on-1 is all about the employee, so give them a chance to speak.

Start the meeting by asking how the employee is doing. This helps you understand what to focus on during the meeting. It also gives you a quick temperature check of how the employee is thinking or feeling.

4. Avoid status updates.

When a manager or team member says they don't see the value of effective 1 on 1 meetings, it's a virtual certainty they spend most of the meeting talking about projects and status updates. That's a huge waste.

For managers, it can be so tempting: they finally have a chance in an otherwise hectic week to talk to you about your work. If you're on a big team, this may be one of the few times they meet with you alone.

If they feel out of the loop, then they'll want to talk to you about projects to feel like they know what's going on.  It's also a super safe topic to fill the time, and avoid tough, sometimes uncomfortable, subjects that really matter.

5. Coaching

After going over the progress update, spend the rest of the time coaching. In order to do this correctly, it’s important for managers to understand their report’s motivations and long-term goals. That way managers can offer relevant advice and guide them in the right direction.

One important thing to keep in mind when coaching is making sure to ask open-ended questions so employees are mentally engaged. Don’t talk at them; that is not how anyone learns. Challenge them to think critically and solve the problem first before you offer a solution.

The key to good 1-on-1 meetings is doing them. Don’t worry if you don’t nail it straight away. There are many things you will learn along the way that are specific to your company and the individual humans involved. Regularly sharing your thoughts and feedback is your most powerful tool for making great 1-on-1s happen.

Employee engagement is critical to your organization’s success; give the weekly conversations and the tips above a try. Remember, you don't have to incorporate all five of these characteristics every time you meet. (Try focusing on one or two at a time.)

The 3 Things That Keep People Feeling Motivated At Work

As part of TED’s ‘How to be a Better Human’ series, two researchers, Richard Ryan and Edward Deci, developed an idea called ‘self-determination theory’. Self-determination theory essentially argued that people are motivated when they can determine for themselves what to work on and how to work on it.

Below, I’ll outline the three main drivers of motivation according to self-determination theory — autonomy, competence, and relatedness — and I’ll provide practical ways to leverage the power of each.

1) Autonomy

This refers to how much people feel they can influence the work they do or control the output and outcome. It outlines how much say a person has in the way they do something.

The opposite, of course, is being micro-managed. If micro-management is about being told what to do and how to do it, autonomy is getting the person involved in deciding how it’s going to be done and showing creative initiative to get there.

·        Analyze how many times you ‘tell’ people what to do, versus how many times you ‘involve’ them in decision-making.

·        Mutually assign tasks and objectives for people, identifying and agreeing deadlines

·        Give them more freedom on how the task is completed, within certain guidelines.

·        Communicate the progress people are making to achieve the goals they are set.

2) Competence

We’ve always stated that a vital aspect of people’s drive is to learn, grow and develop. Becoming ‘better at stuff’ is one of the keys to motivation, so assist and support in helping team members to develop their skills.

·        Limit the amount of constructive criticism you offer. The research showed there were links between poor feedback mechanisms and poor motivation.

·        Share successes with people so they can see how much they’ve grown by taking more responsibility.

·        Give positive feedback when you can, specifying exactly what you are happy with so it can be repeated.

·        Look for opportunities to get your people learning and developing on the job, not just on training courses.

3) Relatedness

The research showed that, when people feel a connection between what they do and the bigger picture they are serving, there is an increase in motivation.

·        Ensure team members have opportunities to connect with others, even on a virtual basis.

·        Show people how the role they play interacts and contributes to others’ work, hence reducing the impacts of silos within the business.

·        Create a connection between their role and the mission of the organization.

·        Allow people to interact with each other more, so the feeling of belonging is enhanced.

Relatedness refers to the sense of feeling worthwhile and being able to contribute to the overall goals of each other as well as the company. You can naturally see how and why this would be a key driver of motivation.

When people have the ability to determine how they work, the means to judge their progress and the feeling that their work helps other people, they can’t help but be motivated to get to work.

Understanding the Exodus: Why Younger Generations Are Leaving Your Workplace

Image Source: Pexels

Whether you’re a new leader or an experienced one, there’s always more to learn. This is especially true if you don’t get formal leadership training — which most leaders don’t.

In one study, almost half of leaders with 10 or more years of management experience said they’d had nine total hours of training, and 43% of new managers with less than a year of experience had no training at all.

As a leader, it’s important to understand that many times, overcoming key challenges in your leadership style is up to you. The good news is that there are many ways to identify and address challenges as you move toward leadership excellence.

Here are some key challenges to watch for and how to overcome them.

Identifying Your Natural Tendencies

Everyone has a default way of responding to situations. For example, some people respond to stress with confidence and even aggression, while others think things through before acting, and others freeze and struggle to manage their emotions.

Interestingly, your genetics may have a lot to do with your default reactions. Studies have found that hereditary traits can impact everything from aggression and anxiety to risk tolerance. Knowing your natural tendencies in different work situations allows you to know where you’re starting and what changes you might want to make.

Of course, you’re not stuck with what you inherited — you can always work on your default behaviors to improve your responses. However, it takes intentionality and practice, so be patient with yourself. Overcoming these built-in reactions is challenging!

Balancing Confidence and Humility

Many leaders understand the importance of seeming confident — it inspires confidence in their teams. However, too much confidence without humility can turn people off. You don’t want to come off as an arrogant leader.

How can you balance confidence with humility? Start by understanding your strengths but also your weaknesses. It’s important to know your limits and surround yourself with people who are strong in the areas where you are lacking. People will trust you more when you’re honest about what you can do and what other people are better suited for.

In recent years, employers have witnessed a growing trend — younger generations, specifically, millennials and Gen Z, are leaving their workplaces at an alarming rate. This phenomenon, also referred to as the “Great Resignation,” demands the attention of business leaders who must start enacting more effective changes if they hope to retain their top talent.

Why Millennials and Gen Z Are Instigating the Great Resignation

Though one can argue that every generation has had it hard and that we all have our burdens to carry, millennials and Gen Z have been pushed beyond their limits with stagnant wages, longer working hours, the global pandemic, and skyrocketing inflation.

This younger generation is burnt out, and unlike previous generations, they are not of a mind that one just has to keep their head down and continue working hard because of societal conventions. Instead, millennials and Zoomers have a much more philosophical view of life that prioritizes mental health and demands more from their employers.

Self-care and Prioritizing Mental Health are Top Priority

Because millennials and Gen Z are much more mindful of their mental health, they prioritize self-care. While self-care might seem like something they can do in their personal time when they aren’t working, it actually includes being cognizant of how their job is affecting their mental and physical health.

If the workplace is toxic or if it doesn’t allow for a healthier work-life balance, then they are more than happy to leave and find a better situation elsewhere — and they’re just as happy to do so if they’re feeling stagnant without room to grow.

Empower Employees with Training and Growth Opportunities

Millennials and Gen Z employees want to learn and grow in their careers, and they are prepared to leave employers that don’t offer these opportunities. According to Lorman Education Services, “86% of millennials would be kept from leaving their current position if training and development were offered by their employer, and over 70% of high-retention-risk employees will leave their company in order to advance their career.”

To top that off, Zippia’s statistics indicate that “45% of workers would stay at a company longer if it invested in their learning and development,” and that 59% of employees report no formal workplace training at all.

As such, employers can turn to edtech and VR solutions to continuously uptrain and empower employees to do their jobs better. E-learning modules and gamified training mean that these opportunities are accessible to everyone, no matter where they are located. In manufacturing, one might even turn to VR to simulate on-the-job training without the risks or costs involved in real-life on-site apprenticeships.

Millennials and Zoomers Want a Job With Purpose

Finally, younger generations want more from the companies they work for. These generations tend to do things to derive more meaning from life. This is in part achieved by traveling more, indulging in hobbies, and again, prioritizing self-care, but it’s also about seeking purpose-driven employment.

Millennials and Gen Z aren’t trying to leave the workforce entirely, but if they do have to work, they want their jobs to be more meaningful or impactful. A study from Deloitte found that younger generations are more likely to stay with a company that has a more positive societal and environmental impact, and that makes an effort to create a more diverse and inclusive culture.

How Employers Can Improve Retention Rates with Zoomer and Millennial Workers

One of the best ways to entice younger employees and effect meaningful changes is to go to the source and ask them what they want.

One way to accomplish this is by conducting exit interviews. If your employees are leaving, take the time to sit down with them on their way out and ask them what you could have done differently. A few examples of specific questions you could ask can include:

●       Why are you leaving the company?

●       How do you think the company could improve?

●       How has the company helped you accomplish your professional growth and career goals?

Even if you want to, don’t ask personal questions. Keep it professional and seek answers that will genuinely help you make meaningful changes.

Address Burnout

Another way to improve employee experience and keep up retention rates is to address stress and burnout, or the cause of it. Understandably, there could be any number of things causing burnout, which could vary from one person to the next, but there are typically a few main things that are the cause: a lack of flexible work options, long hours, a lack of benefits, and a lack of boundaries. 

This is where self-care can come into play. To help employees prioritize their physical and mental well-being, you likely need to make some changes, which can include:

●       Encouraging breaks and taking time off when needed

●       Making sure employees are clocking out on time and not working overtime

●       Offering better pay and benefits packages

Focus on Engagement

Employee engagement is one of the best ways to provide more value to employees and the work they are doing. When employees are more engaged, they tend to be more productive and have higher job satisfaction. Employee engagement myths might have you thinking otherwise, but numerous studies have shown that employee engagement matters.

Provide them with more opportunities to learn and grow. Do things that remind your employees that you appreciate them and recognize their hard work. Create a more positive work environment that values open communication, diversity, and inclusion, and aligns with the mission of the company.

Final Thoughts

The Great Resignation isn’t a phase or a passing trend. If employers don’t do more to create a more positive and healthy work environment, millennials and Gen Z will continue to leave workplaces at higher rates. So if you want to avoid losing your top talent to those jobs, you must start making more substantial changes that hold more meaning to today’s generation of workers.

About the Author: Luke Smith is a writer and researcher turned blogger. Since finishing college he is trying his hand at being a freelance writer. He enjoys writing on a variety of topics but technology and business topics are his favorite. When he isn't writing you can find him traveling, hiking, or gaming.