Motivating employees is crucial for any organization to succeed.
There are four main types of employee motivation: intrinsic, extrinsic, social, and achievement.
Understanding these different motivations can help managers maximize employee performance and satisfaction.
Definitions of 4 Employee Motivation Types
- Intrinsic motivation – The desire to do something based on interest and enjoyment of the task. Employees with high intrinsic motivation work on tasks because they find them inherently satisfying.
- Extrinsic motivation – The desire to do something to earn a reward or avoid punishment. Employees with high extrinsic motivation work to earn incentives like bonuses, commissions, or promotions.
- Social motivation – The desire to be accepted by others. A need for affiliation and belonging drives employees with high social motivation.
- Achievement motivation – The desire to accomplish challenging goals and advance in skills. A need for achievement and mastery drives employees to be highly motivated by achievement.
Background on 4 Employee Motivation Types
Managers must understand intrinsic, extrinsic, social, and achievement motivations.
While all employees are motivated to some degree by each of these factors, individuals often have a dominant motivational driver.
Managers need to recognize individual motivations to tailor rewards and incentives.
Intrinsic motivation tends to produce the highest level of employee satisfaction. However, not all tasks are inherently rewarding.
Extrinsic rewards can be used to motivate employees to do less exciting work. Social motivation thrives in a collaborative team environment.
Achievement motivation responds best to stretch goals and career development.
Maximizing Motivation in the Workplace
There are several ways managers can tap into the four motivations:
- Intrinsic – Offer growth opportunities, varied responsibilities, and empowerment in decision-making. Design jobs that provide meaning and challenge.
- Extrinsic – Develop fair compensation plans with performance-based bonuses. Offer praise and recognition. Provide monetary and non-monetary rewards.
- Social – Foster teamwork and collaboration. Provide mentorship programs. Recognize contributions to the team.
- Achievement – Set stretch goals. Offer leadership opportunities and challenges. Recognize accomplishments. Provide training and development.
The Value of Understanding Motivation
Recognizing what motivates each employee provides many benefits:
- Increased productivity and performance.
- Improved employee engagement and morale.
- Enhanced retention rates.
- Better alignment between employee values and organizational goals.
- Allows managers to be more supportive of employees.
Tips for Using Motivation Types
Here are five tips for harnessing employee motivation types:
- Conduct motivation assessments to understand individual drivers.
- Link rewards and recognition to specific motivations. Praise an achievement-focused employee for accomplishing a challenging project.
- Set goals aligned to motivations. Enable an intrinsically motivated employee to take on a passion project.
- Foster motivational fit between employees and their roles. Match achievement-driven individuals with stretch assignments.
- Communicate how organizational success aligns with employee motivational needs. Show how a project contributes to the greater good for a socially motivated person.
Conclusion
Understanding intrinsic, extrinsic, social, and achievement motivation empowers managers to create an environment where employees are motivated and productive.
Assessing individual motivations and aligning rewards and responsibilities to employee drivers is key to maximizing satisfaction and performance.
Motivation is powerful, and managers who leverage these psychological insights will propel their teams to success.
With over 30 years of experience in training and development, I am the founder of Oak Innovation, a company dedicated to empowering training professionals with high-quality, editable course materials. I hold a Bachelor’s and Master’s degree from University College Cork and have furthered my expertise with qualifications in Professional Development and Training from University College Galway. Since founding Oak Innovation in 1995, I have focused on helping busy training professionals and business managers enhance their courses efficiently by providing them with instant access to customizable training materials. Our training solutions have been trusted by leading organizations such as Apple, Time Warner, and Harvard University, reflecting our commitment to excellence.
