This is part one of a two-post series on intrinsic and extrinsic motivation.
It’s a question as old as management itself: How do you keep your team motivated? Naturally, there’s no one right answer. Methods of motivation vary by industry, company, and team. What’s effective for one group might backfire with another. Nevertheless, every manager is striving to not only excite employees about their work, but get them invested in the company’s mission as well.
Motivation is a continuous cycle, and to truly understand how to motivate employees, you first have to understand motivation itself. Psychologists and economists have been studying it for years, and that research can help sales managers give their employees the kick in the pants they need from time to time. This week we’re taking a deeper dive into motivation and what can help drive your employees.
Intrinsic versus extrinsic motivation
First, understand that there are two major types of motivation: intrinsic and extrinsic. They operate much the way they sound. Intrinsic motivation comes from within. It’s the self-generated enthusiasm for a project or task that is the most powerful form of motivation. Extrinsic motivation comes from outside, typically in the form of rewards or incentives that encourage someone to achieve a certain milestone and receive a prize — think carrot on a stick.
Most employee motivation starts extrinsically because managers have greater control over incentives and rewards than a worker’s beliefs and interests. Salary, bonuses, commissions, sales contests, and so on are all extrinsic motivations that employers put in place and adjust based on performance to motivate employees to perform their best.
But while extrinsic motivation can jumpstart a behavior, it can’t sustain that behavior beyond the receipt of the reward. Every sales contest will eventually end, and workers will no longer perform the incentivized behavior unless they see the value in doing so for their own benefit. So the most effective extrinsic motivations will resonate intrinsically, creating a loop that sustains the motivated behavior over time.
In the second part of this series, we’ll look at ways to use extrinsic motivation to jumpstart your employees’ intrinsic motivation. Stay tuned!