What would you say if I asked, ‘Why do you work?’ Is money the only factor that keeps you motivated at the workplace, or is there a culmination of different motivators? Yes! Maybe you are thinking right. Money is not the only motivating factor that keeps us motivated at work. It is just one of the motivating factors. But one needs a good culture, supportive teammates, career growth, exciting projects, and learning opportunities to keep going with the same employer.
Intrinsic Motivation
Intrinsic motivation is defined as the internal satisfaction a human being gets in the process of completing a job or a task. They do not get motivated by external rewards such as a bonus or remuneration for completing the task but are more motivated to do the task
Researchers Richard M. Ryan and Edward L. Deci defined intrinsic motivation as part of their ‘Self-Determination Theory,’ conducted in 1977. Ryan and Deci defined intrinsic motivation through an experiment as part of their research. They selected people and made two groups to solve a Soma Puzzle as part of the problem-solving session. In the first round, they paid the first group for completing the puzzle but did not pay the other group. In the second round, they repeated the same action. After concluding the second round, they left both groups alone for two hours. They found that the group, which was paid for completing the puzzle, started to wander around and read magazines. While the other group, which was not paid at all, was still curious about completing the puzzle. It established that people who were paid money for completing the puzzle no longer experienced intrinsic motivation. In contrast, the ones who were not paid were more motivated to complete the task given.
Why does intrinsic motivation matter for employers?
So, why should employers really care about intrinsic motivation? All organizations want to extract the best out of their employees. And performance is directly related to the motivational level of employees in a corporate setup. From the times of industrialization, it is given that workers and employees work for money, and earning more money is a single motivating factor for all. But times have changed now. People don’t desire a job that pays them well but demand a meaningful career path that defines their success. Moreover, one can motivate and retain an employee through money to one extent, but cultivating intrinsic motivation is necessary for long-term benefits.
Ryan and Deci explain that extrinsic motivation, generated through external and intrinsic rewards, goes hand in hand. Extrinsic rewards work like a defibrillator, which jump-starts a heart on its own. A stopped heart needs external compression or CPR to restart again, but one cannot keep giving these shocks to the body repeatedly to sustain the heartbeat. That is where intrinsic motivation is required to accomplish consistency in employee engagement. An employee needs an external motivator to kickstart work, but intrinsic motivation is necessary to maintain consistency and avoid monotony. Otherwise, organizations that choose to keep using extrinsic rewards to accomplish short-term goals can experience burnout or unexpected turnover over time. In fact, a recent Gartner study has established that employees are looking for meaning at work more than the opportunity to earn more money. Moreover, an internal LinkedIn poll conducted by AdvantageClub.ai states that 62% of participants believe that intrinsic rewards work best in keeping employees motivated compared to extrinsic rewards.
How to motivate employees intrinsically?
As per experts, motivating employees intrinsically is a challenging task and not impossible. It involves generating value for the employee, aligning the organization’s purpose with the employees’, and making the job more meaningful. Employers can implement some intrinsic rewards, which help motivate employees intrinsically.
1. Making the job more meaningful
Creating a feeling of purpose and meaning at the workplace helps motivate an employee to enjoy completing a task. It requires the manager to communicate clearly with the employee and understand which part of the job is more interesting for the employee. Accordingly, the manager can structure the job to create more purpose and meaning in the workplace. For example, a shop floor associate in a retail outlet might find training his/her subordinates the most interesting part of the job. The shop floor manager can allow her to train freshers every day, which will keep her motivated at work.
2. Giving employees the freedom to be selective
Some employees might find it rewarding to structure their day as per their own will. As long as the work and tasks are being executed and completed on time, the manager should have no issue with the same. Employees don’t like to be micromanaged these days. They need the freedom to perform productively. Giving employees the freedom to structure the entire day and choose when he/she can come to the office and leave. As long as work is not compromised, all adjustments should be permissible.
3. Appreciating employees for good work
Jobs can get monotonous. That itself is a de-motivating factor for employees. But when people are not appreciated for good work, they lose confidence. Managers should not wait for the right time to appreciate good work. They should practice giving instant appreciation through words. In fact, digital employee engagement platforms allow companies to instantly appreciate employees for good work. This motivates people intrinsically.
4. Continuous feedback
Continuous feedback and career progress with employees help them to track their success in the company and analyze their career trajectory. This way, the employees will be motivated to see himself/herself going on the right track. If the manager conducts such discussions every quarter with his team, it builds transparency, and employees would motivated to see positive progress.
5. Creating a feeling of importance
When does an employee feel valued? It is when he/she knows how their contribution or efforts impact the team’s and business’s overall success. It is easier to explain the same to the ones who are in business development roles. However, there are supportive roles in an organization that helps the firm to be more efficient. For instance, a talent acquisition professional may not immediately see the impact of his/her good work. But over a period of time, it comes to surface. Hiring good people in the organization is an important task. If the manager can bring this significance to light, the talent acquisition professional will feel motivated to work hard for the company’s success.
6. Learning and Development
A continuous learning and development culture is essential for the employees to stay with the company. Suraj, a supply chain manager with an MNC, has been working with the same company for the last nine years. It seems surprising, right? However, his employer did not allow Suraj to stagnate in one for all these years. He was given diverse projects, working in different geographies and growth in the company. This continuous learning environment helped him to stay with the company for so long. What really happened here? The MNC allowed Suraj to learn new skills and take up challenges throughout his career.
Developing intrinsic motivation in employees comes with practice. The first step is to start designing benefits, which include intrinsic rewards. The benefits of intrinsic motivation will be visible in the long-term. Companies like Google and Microsoft have tapped into their employees’ full potential by cultivating their passion through intrinsic rewards. Intrinsic motivation is vital if you want your employees to go beyond their line of duty and accomplish milestones. Organizations can also take the help of technology to drive intrinsic motivation as part of their organizational culture.
