The Four Forms of Motivation

Motivation can be hard to come by. There’s always something else to do; it seems – another task, another project, another meeting – and even the most high-performing employees can struggle to perform at an optimal level.

To effectively incentivize and motivate employees to perform, it’s essential to understand the different forms of motivation and how they contribute to an employee’s work performance and overall engagement.

The Science Behind Motivation

Despite how we may talk about it, motivation isn’t a resource – it’s a response to stimuli, and that response differs from person to person. Different stimuli trigger different parts of the brain and motivate people toward productivity in different ways. 

Neuroscientists and psychologists have established that humans generally experience motivation when the neurotransmitter known as dopamine relays signals between brain cells is released. When dopamine reaches the nucleus accumbens – the brain area that mediates reward behavior – it solicits feedback on whether a good or bad thing is about to happen.

If an employee gets an email from their boss with a new assignment, dopamine taps the nucleus accumbens to predict what will happen if the task is done well, poorly, or not at all. When the expected outcome is realized, the employee will either act to increase the probability of reward or decrease the likelihood of a negative consequence.

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The Four Forms of Motivation

Understanding what motivates each employee is crucial to both organizational and individual success, maximizing productivity, and keeping your teams happy. Here’s how to encourage and incentivize employees based on their preferred motivation style.

Extrinsic Motivation

If an employee is motivated to succeed based on influences like increased financial gain (such as commission or bonuses) or promotions, or if they do good work only because they fear negative consequences, they are likely extrinsically motivated. While this is ideal for employees in a competitive environment where their commission or promotions are dependent on their success, extrinsic motivation doesn’t work consistently. Eventually, promotions and compensation won’t motivate employees, which can be problematic down the road.

Check out this blog for more on how to motivate employees without money.

Intrinsic Motivation

If an employee is motivated by an internal desire to succeed or desire self-actualization or self-exploration, they are likely intrinsically motivated. While employers may feel employees don’t need external rewards because they have an internalized sense of motivation, morale is still important to reward these employees. Intrinsically motivated employees are more likely to place a high value on their boss saying “Good job” rather than being given a bonus at the end of the year.

See how you can easily recognize teammates with this template: 

Introjected Motivation

This form of motivation is more common than you think, and that’s not a good thing for employee morale or productivity. Introjected motivation is a negative internalized motivation, similar to negative reinforcement. The stimulus for introjected motivation may take many forms, such as internalized guilt around a previous negative interaction with a boss or colleague or consistent negative feedback without positive action items.

Identified Motivation

Sometimes called “self-determined motivation,” this is the most complex of the motivation forms because it builds up over time and isn’t something that can be created or instilled in a person with the snap of a finger. Identified motivation presents itself as feeling the need to perform or accomplish a task but not acting on the need until the desire to do so actualizes. While it’s often impractical to wait for someone to become motivated, this form of motivation is potent because the act of actualizing motivation creates lasting accomplishment and performance enhancement.

Need more tips? Check out the more ideas here or try a goal defining flow to make sure you are getting and staying productive.

Want to learn more? Schedule time to chat and see how you can start motivation your employees.

Maximize Motivation

If managers and supervisors reflect on the employees they work with or report to them, chances are pretty good they will instantly recognize which type of motivation works best for each employee. By tapping into that knowledge, managers can easily keep their employees motivated to do their best work simply by approaching task delegation in the most effective manner possible. For example:

• If an employee is extrinsically motivated, consistently motivate them with incentive programs and tangible rewards. These can be small, such as a personalized gift for assisting on a large project, or large, such as a benefits increase after a stellar end-of-year performance review.
• If an employee is intrinsically motivated, be generous with your verbal and written praise during one-on-one meetings or in emails.
• If an employee appears to approach work with an introjected mindset, focus on applying positive feedback to their work and critique. 
• If an employee takes a while to actualize their motivation, sit down with them and ask if there is anything you can do to support their adjustment to a new task.

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Final Word

Motivation in the workplace can take many forms, and what works to motivate one person may not do so for another. Understanding a wide range of motivation types can help managers and supervisors seek new methods that will help their teams excel. Doing this will enable you and your team to succeed in the long run.

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