{"id":3996,"date":"2021-02-15T08:23:00","date_gmt":"2021-02-15T08:23:00","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=3996"},"modified":"2021-02-15T08:23:00","modified_gmt":"2021-02-15T08:23:00","slug":"employee-motivation-how-to-stimulate-intrinsic-motivation-for-enhanced-engagement","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/employee-motivation-how-to-stimulate-intrinsic-motivation-for-enhanced-engagement","title":{"rendered":"Employee Motivation: How to Stimulate Intrinsic Motivation for Enhanced Engagement"},"content":{"rendered":"

Employee engagement and employee motivation. What\u2019s the difference?\u00a0<\/span><\/p>\n

Engagement is the <\/span>agreement<\/span><\/i>, for example, to perform a task. Motivation is the <\/span>will<\/span><\/i> to perform that task. You could say engagement is somewhat physical, and motivation emotional. Engagement is the \u2018what\u2019 and motivation the \u2018why\u2019. An employee can be physically engaged in a task (the what), but it doesn\u2019t necessarily mean they\u2019re motivated. If they lack motivation (the why) they\u2019ll be more prone to underperforming, prone to errors and more likely to procrastinate, to name a few.\u00a0<\/span><\/p>\n

Employee engagement and motivation work so closely together that they\u2019re almost one of the same. When we speak of employee engagement we are also speaking of motivation. As mentioned, engagement is to an extent, the \u2018physical\u2019, and motivation the \u2018emotional\u2019, which is why we focus on measuring emotion. We cover all bases and so should you.\u00a0<\/span><\/p>\n

Many employee engagement experts fail to successfully improve engagement because they\u2019re focussed entirely on the physical aspect of engagement: getting employees to<\/span> do<\/span><\/i>, and forget that for employees to feel willingly engaged and therefore sustain their level of engagement, there\u2019s an emotional aspect that needs stimulating, which is of course motivation, or the \u2018why\u2019. Emotion plays a fundamental role in driving engagement.<\/span><\/p>\n

The two types of employee motivation<\/b><\/h2>\n

Extrinsic Motivation<\/b><\/h3>\n

Extrinsic <\/span>motivation<\/span><\/a> is when external factors are relied upon to stimulate motivation in employees. These include increases in pay, special benefits, bonuses, awards, etc. Some employees respond better to these incentives and are therefore extrinsically motivated.<\/span><\/p>\n

Intrinsic Motivation\u00a0<\/b><\/h3>\n

Intrinsic motivation is internal and based on feeling, such as a desire to achieve results, a need to feel important to the team etc. Intrinsically motivated people are essentially self-motivated.\u00a0<\/span><\/p>\n

Every employee is different, and are therefore motivated by different things in different ways. It\u2019s always great if an employee is intrinsically motivated because their level of motivation rarely subsides; they typically always feel a desire to do and be better (they motivate themselves), whereas with extrinsic motivation, these types of employees rely on external incentives. In many cases, unfortunately, once their need is met they quickly become unmotivated again.<\/span><\/p>\n

How to Motivate your people\u00a0<\/b><\/h2>\n

1. Find out what motivates them\u00a0<\/b><\/h3>\n

People are motivated by different things because people have different needs. One cannot assume the needs of another, and so cannot assume they know what motivates them. Leaders need to ask their people what they need and what they feel most motivated by. This is where <\/span>pulse surveys<\/span><\/a> come in. Leaders can easily acquire this data, for better decision making, and if like Inpulse surveys they place a unique focus on employee emotion, leaders will uncover dominant and underlying emotions, for enhanced understanding of their people\u2019s needs and motivators.\u00a0<\/span><\/p>\n

2. Understand their personalities\u00a0<\/b><\/h3>\n

While needs play a huge part in motivation, personalities do too. <\/span>A-type personalities<\/span><\/a> for example are typically more self-motivated. They have a strong sense of competitiveness and a great desire to achieve. Generally speaking, B-type personalities are less self-motivated. It\u2019s not that they lack the desire to achieve, it\u2019s just that their desire is evoked by extrinsic motivators rather than intrinsic. Our pulse surveys also tap into personality types, and instead of placing people into one of two boxes (A-type or B-type), our surveys uncover intricate emotions and personality traits for advanced understanding.\u00a0<\/span><\/p>\n

3. Consider their career objectives\u00a0<\/b><\/h3>\n

An employees with career objectives is an employee with an intrinsic need. This intrinsic need translates into motivation because they want to meet goals they\u2019ve created for themselves. Not all employees have career objectives, some don\u2019t know how to set such goals for themselves because they can\u2019t see the bigger picture and simply struggle to develop a vision for their careers. Leaders can help employees like these to <\/span>develop career objectives<\/span><\/a>. In doing this, they\u2019ll stimulate intrinsic needs and intrinsic motivation amongst their people, which truly is the goal. But to do this, leaders need to communicate with their people individually, and remind them of their vision, the organisation\u2019s vision and their part in achieving it.\u00a0<\/span><\/p>\n

4. Invest in learning and development\u00a0<\/b><\/h3>\n

Employee education<\/span><\/a> is a great way to motivate your people. Employees who don\u2019t feel like they\u2019re growing or learning, will struggle to believe there\u2019s more for them. Education doesn\u2019t only stimulate one\u2019s mind and strengthen one\u2019s skills, but it opens one\u2019s eyes to new opportunities and possibilities. Employees whose skills are being nurtured, will begin to believe they can achieve more, because they\u2019re equipped to do so.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Employee engagement and employee motivation. What\u2019s the difference?\u00a0 Engagement is the agreement, for example, to perform a task. Motivation is the will to perform that…<\/p>\n","protected":false},"author":2,"featured_media":3997,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"_uag_custom_page_level_css":"","footnotes":""},"categories":[3,7],"tags":[],"class_list":["post-3996","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","category-pulsing"],"acf":[],"yoast_head":"\nInpulse Blog \u2013 Employee Engagement Software<\/title>\n<meta name=\"description\" content=\"Engagement is the agreement, for example, to perform a task. Motivation is the will to perform that task. 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