Intrinsically Engaged People

A brand that has been built from the inside out must start with its people.

Motivation is our reason for doing something. Without it, we wouldn’t be inspired and we wouldn’t get much done. Motivation is the key to getting people to take action.

We are driven by two types of motivation — intrinsic and extrinsic.

What’s the difference? Intrinsic motivators come from within and are enriched by safety and security, purpose and meaning, connection with others, autonomy, clarity, certainty and fairness. The motivation for doing something is in the doing itself — as opposed to extrinsic motivators, such as money, the law, a threat, a medal, punishment, etc., which all externally encourage us to act. When we act based on intrinsic motivation, we are doing something because it is fun, we enjoy it, and it is naturally satisfying.

Whereas, extrinsic motivation is behavior that is driven by external rewards or to avoid punishment. Instead of doing something because it is fun, we do it based on what we will receive as a result. Unlike intrinsic motivation, which arises from within the individual, extrinsic motivation is focused purely on outside positive or negative outcomes. External incentives can be praise, monetary payment, legal or moral repercussions, or other incentives.

What are the benefits of intrinsic motivation? Simply put, if we find our work personally fulfilling and meaningful, our comprehension and learning experiences are deepened, and we are more productive & innovative than our counterparts. On a wider scale, an intrinsic sense of meaningfulness enhances the feeling that we can create/contribute and accomplish something of real value.

When we are doing something we love, we are like a car that does not require any fuel, the fuel becomes instead the love of the activity. It puts the phrase “If you love your work, then you won’t work a day in your life” to reality.

Today, it has been proven that people are more motivated by intrinsic value and meaning in their work.

The increasing knowledge and awareness about intrinsic motivation is also the reason why extrinsic motivators, such as financial incentives, have been perceived slightly less favorably in recent years. The old model for employee engagement rested mostly on extrinsic motivators — like money, bonuses, benefits and titles. In saying this, it is also important to note that both intrinsic and extrinsic motivation are important for performance. That is not to say extrinsic motivators are insignificant; on the contrary, a highly intrinsically motivating job that doesn’t offer compensation is overall less attractive for many, showing that extrinsic motivators are still needed as a minimum requirement. While we need this balance of both motivations, the future model of employee engagement will increase the emphasis on intrinsic motivational factors.

As business owners, managers and leaders, we are looking for people who are fueled intrinsically. This means that we need to be aware of the difference between the two types of motivators and work with each individual to find out what their primary intrinsic motivators are.

How can businesses and leaders foster intrinsic motivation within their organizational culture?

Leaders can take steps to deepen their understanding of why people behave, act and respond the way they do, and how deeply purpose and meaning are embedded in the human psyche.

While there are many ways to influence intrinsic motivation in others, working for a higher purpose is arguably the best place to start. Belief is the thing that binds us together and compels us to advocate for something. When we feel engaged in something bigger than ourselves, when we are supported to become self-directed, and when we feel we are contributing to something worthwhile every day, we are naturally more energized, productive, innovative and genuinely committed.

Another way businesses can tip the scales towards intrinsic motivation is to embrace conscious leadership. Conscious leaders see themselves as the critical bridge between employees and the purpose they seek. These leaders are thoughtful in their approach, driving the strategy from a place of purpose, and bringing it to life throughout the organization, creating intrinsically engaged teams who bring belief, energy, positivity and innovation.

Be very clear about your brand, values and goals so that people are empowered to take ownership of the how.

Intrinsic motivation is also enhanced when there is extreme clarity around your brand, its values and goals, allowing the leadership team to let go and trust that everyone will show up congruently. Everyone in the organization will be in agreement, in harmony with the why and the how. Things will be perceived as fair and equal. People will take ownership and feel they have a choice about how to accomplish their work and/or contribute to the bigger picture.

A final step to increase intrinsic motivation is by creating a sense of value, capability and progress within the organizational culture. With purpose and autonomy across all parts of the organization comes a sense of empowerment and capability — people will feel valued, capable and driven to meet new challenges because of the culture that supports them. Rather than a big bang, progress is usually a series of small steps that tend to get overlooked:

It may not look easy and you may need some support, but the end result will be worth it. Your leadership will also be a model of relevance and sustainability. If you want to assess how intrinsically engaged your people are, visit the Conscious Brands assessment to take the pulse of your organization and to further learn what steps to take to influence intrinsic motivation within your organization.