Unlocking the power of intrinsic motivation

Companies have traditionally relied on extrinsic motivation, such as bonuses and penalties, to encourage employees to excel, but this approach often leads to unwanted behaviors and stifles innovation. Intrinsic motivation, which arises from internal desires and personal significance, can be more effective in fostering genuine commitment and enthusiasm at work. This type of motivation is likened to a product vision, where individuals are driven by discovery, learning, and personal growth, as opposed to the stress and predefined outcomes associated with extrinsic motivation, similar to feature roadmaps. To promote intrinsic motivation, workplaces can empower employees by presenting them with problems rather than solutions, creating opportunities for knowledge sharing, ensuring their voices are heard, involving them in meaningful projects, and setting learning goals. Key factors that enhance intrinsic motivation include challenge levels that match skill sets, recognition of efforts, fostering a sense of belonging, and encouraging curiosity. Although intrinsic motivation should be emphasized, a balance with extrinsic motivation may still be beneficial, provided it is implemented fairly and consistently across the organization.