Motivation is the engine behind performance, it’s the reason anyone takes action. But not all motivation is the same.
Intrinsic motivation comes from within. It’s the deep satisfaction we feel when doing something meaningful, challenging, or interesting. Extrinsic motivation, on the other hand, is driven by external rewards, bonuses, promotions, public recognition.
While extrinsic incentives can spark short-term gains, their impact tends to fade over time. Intrinsic motivation, however, builds enduring engagement, creativity, and resilience.
Here’s the challenge:
Most workplaces are built on the assumption that external rewards are the best way to drive results. That belief is deeply embedded in our culture, and, to be fair, bonuses and recognition programs are easy to implement and measure.
But if we accept that extrinsic motivators have limitations, the question becomes: How do we foster intrinsic motivation in the workplace?
Here are three powerful levers:
Purpose Alignment
Help employees connect their roles to a larger mission. When people understand how their work contributes to something meaningful, they bring more energy and commitment to the table.
Autonomy
Give people ownership of their work. When employees are trusted to make decisions, they take more pride in the outcomes, and are more accountable for results.
Growth Opportunities
Create space for learning and development. When individuals are challenged in ways that align with their personal goals, it fuels a sense of progress, mastery, and momentum.
The most effective organisations strike a balance between intrinsic and extrinsic motivation. But it’s the internal drivers that create a culture where people don’t just show up to work… they want to.
And when your team is motivated from within, performance doesn’t just improve, it becomes sustainable.