As we continue the Level Up blog series on Leveraging Adult Learning Principles in the workplace, today we tackle intrinsic motivation. Just like most adult learning principles, intrinsic motivation is complex because it is unique to the individual. Just as our “need to know” may differ, so does what stokes our flame of intrinsic motivation.
The principle of intrinsic motivation emphasizes that adults are driven by internal rewards such as personal growth, achievement, and satisfaction. Now you can see why this is complex. Assumptions simply aren’t enough when it comes to intrinsic motivation. Understanding and applying this principle can greatly improve communication, performance, teamwork, and career development.
The key to tapping into intrinsic motivation is getting to know yourself, as well as those you work with. It takes curiosity and empathy. By identifying your own values, strengths, and aspirations, you gain clarity about what drives you. Similarly, by actively listening to your colleagues, observing their interests, and asking thoughtful questions, you can uncover what influences them beneath the surface. This deeper understanding creates stronger connections, fosters trust, and enables you to align tasks and goals in a way that resonates with each person. Ultimately, curiosity and empathy lay the groundwork for the employee experience by raising their sense of belonging in the workplace.
Here are a few opportunities to apply intrinsic motivation at work.
Communication: Recognizing what motivates someone beyond a paycheck takes regular and meaningful conversations. Managers can align conversations with employee values, goals, and interests. For example, when introducing a new project, linking the initiative to employees’ professional growth or the impact they will have can connect the dots to what is important to them. Employees who understand how their work contributions align with their personal aspirations are more likely to experience increased motivation and engagement.
Performance Goals: Intrinsic motivation can significantly enhance employee performance when tasks are connected to personal growth and achievement. Managers can motivate employees by working together to set clear and meaningful goals. For instance, a team member who values creativity may do their best work when assigned to a project that requires innovation. Employees driven by a desire to mentor others may thrive when given opportunities to train and coach new members on the team.
Teamwork: We create thriving teams when individuals feel intrinsically motivated to contribute to shared goals. Team members must understand how their strengths and values align with team goals. Assigning roles based on employees’ skills and interests enhances collaboration and accountability. Someone who thrives on organizational skills may do their best work when designated to plan a project, while a team member driven by social connection might take the lead in building rapport within the team to enhance collaboration.
Career Development: Career growth is deeply connected to intrinsic motivation. Companies can foster long-term engagement by becoming learning organizations. Doing so supports employees by aligning development plans with their personal and professional goals. This might include offering mentorship opportunities, assigning projects that challenge and add value, and offering opportunities to build and use new skills.
By understanding and leveraging intrinsic motivation, organizations can create a workplace where employees feel valued, empowered, and driven to do great things. Aligning communication, performance strategies, teamwork practices, and career development initiatives with internal motivations leads to higher engagement, stronger collaboration, and overall success. When employees see how their work contributes to both their personal growth and professional goals, they are more likely to be fully invested in their roles.
