What is intrinsic motivation and how does it work?
Summary
Wondering how to motivate your team without the need for external rewards? Intrinsic motivation might just be your answer. Encouraging your team with intrinsic motivation and positive feedback can be a healthy alternative to performance incentives.
We’ll explain what intrinsic motivation is, how it works, and the differences between intrinsic motivation vs. extrinsic motivation when it comes to aligned teamwork.
What is intrinsic motivation?
Intrinsic motivation is what drives us to do something for its own sake—because we find it fulfilling, not because of external rewards like money or praise. It’s that feeling of satisfaction when solving a tough problem, mastering a new skill, or simply enjoying a task. Unlike extrinsic motivation, which relies on outside incentives, intrinsically motivated behaviors come from within and are deeply tied to our sense of curiosity, passion, and purpose.
This idea connects to self-determination theory and social psychology, which explain that we thrive when our basic psychological needs for competence, autonomy, and relatedness are met. In the workplace, for example, employees who feel challenged and valued tend to be more intrinsically motivated, leading to greater engagement, creativity, and well-being. Rather than chasing external motivation, like bonuses or promotions, they find inherent satisfaction in their work—fueling productivity and a stronger sense of purpose.
Intrinsic motivation vs. extrinsic motivation
While intrinsic motivation refers to behavior driven by internal satisfaction and personal fulfillment, extrinsic motivation refers to behavior that is driven by external rewards or punishment rather than internal desires. This means external motivation can be both rewards-based and fear-based, as long as there is an external force driving the motivation.
Let’s break down the differences between the two:
Intrinsic motivation is the means of finding satisfaction within yourself. Intrinsic motivators might include curiosity or taking on a new challenge.
Extrinsic motivation involves avoiding external punishment or seeking rewards. External factors that motivate team members can include extrinsic rewards—such as sales incentives or performance merits.
Human motivation is inherently different from person to person, which means the types of effective motivation will also vary from team to team. While one person may respond better to intrinsic factors, another might respond better to extrinsic factors. The key is to consider your team's needs and what’s best for their well-being.
The Impact Playbook: Motivating employees in a fast-changing world
Boost motivation by helping your employees understand why their work matters. In this free ebook, learn how to create a shared sense of purpose on your team.
Intrinsic motivation examples
Now that you understand the intrinsic motivation theory, let’s look at real-world intrinsic motivation examples in the workplace. While leadership styles vary, all managers should recognize how intrinsically motivated behaviors can create a more engaged and adaptive workforce—often in combination with the right extrinsic incentives.
When people are intrinsically motivated, their actions stem from inherent satisfaction and curiosity rather than external rewards. Some common examples include:
Playing a team-building game because it’s enjoyable, not for a prize.
Learning a new skill, like coding, out of curiosity rather than obligation.
Collaborating with a colleague because you want to contribute, not just to meet expectations.
Volunteering at a company event for fulfillment, not to check off a requirement.
Pursuing further education for the challenge, not just for career advancement.
As these intrinsic motivation examples show, when people act out of internal motivation rather than obligation, they often produce higher-quality work and experience greater mental health. Encouraging intrinsic motivation in the workplace can lead to more creativity, engagement, and long-term job satisfaction.
Intrinsic motivation in the workplace
As a manager, understanding what fuels intrinsic motivation at work can improve wellness and productivity within your team. Without internal motivation, employees may feel unfulfilled, leading to burnout—but fostering the right conditions can make all the difference.
Key factors that drive intrinsically motivated behaviors include:
Curiosity: When something grabs attention, it sparks exploration and learning, whether through sensory curiosity or cognitive challenge.
Challenge: Clear goals push people to perform at their best and stay engaged.
Recognition: Acknowledging personal achievements fosters confidence and ambition.
Belonging: A strong sense of relatedness and teamwork enhances motivation.
Problem-solving: Critical thinking exercises, like virtual team challenges, stimulate engagement.
Both intrinsic and extrinsic motivation play a role in human behavior, but balance is key. The “overjustification effect” suggests that excessive extrinsic rewards can reduce internal motivation, while other self-determination research shows that introducing rewards early can actually strengthen it.
The takeaway? Motivation isn’t one-size-fits-all—it's a mix of both intrinsic and extrinsic factors, shaped by context and individual needs.
The Impact Playbook: Motivating employees in a fast-changing world
Boost motivation by helping your employees understand why their work matters. In this free ebook, learn how to create a shared sense of purpose on your team.
How to improve intrinsic motivation in yourself and others
Both intrinsic and extrinsic motivation influence performance, but there’s no one-size-fits-all approach. As a leader, you can create a positive environment by developing intrinsic motivation in the workplace through autonomy, recognition, and challenges.
1. Empowering team members
Giving employees opportunities to problem-solve and take ownership of tasks can increase intrinsic motivation. Examples include leading a project change or mentoring a new hire. You can encourage this by:
Giving autonomy: Offer guidance, but let employees solve problems independently.
Using team-building games and discussions: Collaborative activities boost morale and engagement.
These strategies build a sense of relatedness and help team members develop problem-solving skills that benefit them long-term.
2. Recognizing work
Acknowledging achievements—big or small—improves morale, self esteem, and internal motivation. Recognition can be as simple as:
Celebrating wins in company-wide meetings or shared workspaces like Slack.
Recognizing efforts frequently, at least quarterly, to sustain motivation.
While private praise is valuable, public recognition amplifies its impact, reinforcing a culture of appreciation.
Читать статью «Как моральный дух коллектива влияет на производительность каждого сотрудника»3. Providing challenges
Challenging work develops self-determination and intrinsically motivated behaviors. Encourage growth by:
Leading team members to solutions: Offer direction without giving direct answers.
Delegating meaningful tasks: Assigning new responsibilities helps employees develop skills and confidence.
By balancing extrinsic rewards with opportunities for autonomy, you create a workplace where intrinsic motivation thrives—leading to greater engagement, wellness, and long-term success.
Encourage your team with intrinsic motivation
When it comes to different types of motivation, think intrinsically and encourage your team to do the same. With the right motivation, you can empower your team members, increase team efficiency, and boost morale.
Want to encourage your team to work together? Try team collaboration software that helps simplify communication and encourages teamwork.
The Impact Playbook: Motivating employees in a fast-changing world
Boost motivation by helping your employees understand why their work matters. In this free ebook, learn how to create a shared sense of purpose on your team.
