Intrinsic Motivation in the Workplace: How to Encourage and Maintain it

Understanding Intrinsic Motivation

Intrinsic motivation refers to the internal desire and passion to do something for its own sake, not for any external reward or recognition. Employees who are intrinsically motivated tend to be more engaged, creative, and productive in their work. As an employer or manager, fostering intrinsic motivation should be a top priority.

Why Intrinsic Motivation Matters

Research shows that intrinsically motivated employees experience greater job satisfaction, personal well-being, and performance outcomes. They are driven by interest, meaning, curiosity and challenge rather than pressured by demands or incentives. Tapping into intrinsic motivators cultivates a positive, fulfilling work culture.

Strategies to Encourage Intrinsic Motivation

Provide opportunities for autonomy and self-direction
Design meaningful, purpose-driven work
Give constructive feedback focused on mastery
Cultivate psychological safety and belonging
Offer challenges matched to employees’ skills

Best Practices for Managers

As a manager, it’s important to understand what makes each individual employee feel engaged and energized. Get to know their strengths, passions and work preferences. Invite their input and perspective. Frame work as an opportunity to learn and make a difference, not just complete tasks. Offer resources and professional development opportunities. Express appreciation for efforts, not just outcomes.

Maintaining Intrinsic Motivation Long-Term

To sustain intrinsic motivation over time, check in regularly with employees about what they find interesting and enjoyable day-to-day. Continually expand opportunities for autonomy, growth and purpose. Recognize that motivations can change and evolve. Keep communication open and non-judgmental about shifting needs or challenges maintaining internal drive.

Overcoming Obstacles and Frustration

When employees do hit roadblocks that dampen their intrinsic motivation, have empathetic conversations to get to the root issues. Brainstorm creative solutions and provide support without micromanaging. If certain tasks are proving demotivating over time, consider adjustments to responsibilities while upholding accountability.

Focusing on Fulfillment Rather Than Burnout

The goal is for employees to feel energized by and enthusiastic about their work, not exhausted or burnt out from unrelenting demands. Promote reasonable boundaries and self-care. Check in about their workload and emotional well-being. Model healthy behaviors yourself. Intrinsic motivation requires caring for the whole person.

Frequently Asked Questions

How can I tell if an employee is intrinsically motivated?

Signs of intrinsic motivation include taking initiative, showing intense focus, expressing excitement about the work, coming up with innovative ideas, and being fully immersed in problem solving.

What causes employees to lose intrinsic motivation?

Common culprits include lack of support, isolation, micromanagement, menial tasks, toxic culture, overly critical feedback, and lack of purpose, autonomy or opportunities for growth.

Should financial incentives be avoided?

Not necessarily, but extrinsic rewards should be carefully designed to avoid undermining intrinsic motivation. Create recognition programs focused on mastery, purpose and growth rather than task completion quotas.

What if an employee simply isn’t self-motivated?

For less passionate employees, focus more on providing a supportive environment, removing demotivators, communicating expectations clearly, and offering constructive praise and feedback around efforts rather than traits.

How can managers balance standardized processes with autonomy?

Outline structures, protocols and policies to maintain consistency, but allow flexibility in how employees approach their day-to-day work within those frameworks. Invite input on improving existing processes as well.