Employee Motivation and Engagement

Motivation can be characterised as being either intrinsic or extrinsic. Essentially this refers to whether a person is motivated by internal drives, or in response to external drives. Some of the key differences between intrinsic and extrinsic motivation are:

  • Intrinsic motivation tends to be much stronger
  • Intrinsic motivation is more persistent, it continues in the absence of external reinforcement
  • Intrinsically motivated people are more receptive to improvement initiatives, whereas extrinsically motivated people are more resistant to change and suggestions.
I'm sure most people have had the experience of working with someone who is intrinsically motivated. They look for the next thing to do and they are supportive of other team members. The experience of working with an extrinsically motivated person is very different. They are usually looking for ways to avoid effort and are not usually interested in supporting fellow team members. What can we do when we are working with a demotivated person? Well think about times when you felt demotivated in the past and what it was that helped you change. It can be concern from a fellow employee, something to focus on that is important to you, finding something challenging about your environment which you can change. Whatever works for you when you feel demotivated, might work for others. The skill is in offering the support in a way that isn't critical or perceived as critical by the other. What experiences do you have of working with motivated and demotivated people? At Workplace Culture Pty Ltd we work with organisations to improve employee motivation More on this in future posts...

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