Intrinsic and extrinsic motivation are two different approaches to incentivizing employees. So, what’s more important? Intrinsic or extrinsic motivation?
Decades of research in organizational psychology have concluded that both intrinsic and extrinsic motivation play important roles in increasing workplace performance, productivity, and engagement. So is it the promise of a big bonus or a promotion, or is it the sense of fulfillment from doing something that matters? Well, it really depends on the needs that arouse, direct, and sustain employee behavior.
Intrinsic vs. Extrinsic Motivation
Intrinsic motivation is particularly important for tasks that require creativity, innovation, or problem-solving, while extrinsic motivation is more effective for tasks that are routine or require a high degree of precision. So if your employees are required to do noncomplex and repetitive tasks (quantity-based performance), then incentives (extrinsic motivation) play a more dominant role in motivation levels and subsequently increased performance. On the other hand, intrinsic motivation plays a key role in increasing performance when employees are required to perform complex and skill-based tasks (quality-based performance).
Extrinsic motivation is commonly used in the workplace to incentivize employees. It can be effective in achieving short-term goals and boosting productivity. However, excessive focus on external rewards can lead to a decrease in intrinsic motivation and creativity. Also, extrinsic motivation is only motivating to the extent that an employee believes that attaining the incentive is instrumental toward other things of value such as food, housing, pleasure, and so forth.
So unless you’re able to offer very very attractive incentives (I would argue if this strategy is financially sustainable) and your employees are not required to perform quantity-type tasks, you’ll be better off focusing on increasing intrinsic motivation. An important drawback of intrinsic motivation is that if employees perform a task solely because they enjoy it, then if times get too stressful and the task is not enjoyable anymore… then they may abandon the task.
But here’s the thing: research suggests that intrinsic and extrinsic motivation are not mutually exclusive. In fact, the most successful organizations consider both types of motivation simultaneously.
How to Foster Intrinsic Motivation in Your Workplace
So, how can you foster intrinsic motivation in your workplace? Here are a few strategies to consider:
- Provide opportunities for autonomy and decision-making.
- Offer meaningful feedback and recognition.
- Create a sense of purpose by connecting employees to the company’s mission and values.
- Encourage personal and professional growth through training and development programs.
- Foster a positive work environment that values collaboration, creativity, and open communication.
In Conclusion:
Ultimately, the key is to find a balance between the two types of motivation and to create a work environment that supports both. This might include providing opportunities for autonomy, mastery, and purpose, as well as offering rewards and recognition for good performance. By supporting both intrinsic and extrinsic motivation, you can unlock a more engaged and motivated workforce.
So, how can you inspire both types of motivation in your team? Get in touch with Work Unlocked.
Book a free 30-minute call with me.
I look forward to hearing from you.
