There are many sources of motivation. Traditional methods like financial incentives, promotions, and recognition—known as extrinsic motivators—have long been used to drive performance. However, intrinsic motivation, which arises from within the individual, has proven to be more effective for long-term engagement and satisfaction.

Intrinsic motivation is built around three key ingredients: autonomy, mastery, and purpose. These elements tap into our natural desires to be self-directed, improve our skills, and find meaning in our work.

AUTONOMY is the desire to have control over our own lives. In the workplace, this means giving employees the freedom to manage their tasks, time, and techniques.

As leaders, you can foster autonomy by allowing flexible work schedules, enabling employees to choose when they work best, letting employees select projects that interest them and align with their strengths, or encouraging self-directed work, where employees decide how to approach their tasks.

When people feel they have control over their work, they become more engaged and responsible for their outcomes. This sense of ownership fosters creativity and innovation.

MASTERY is the drive to improve and excel at something that matters. People are naturally motivated to develop their skills and abilities.

To promote mastery, you can provide continuous learning opportunities through training programs, workshops, and online courses, encourage a growth mindset by viewing challenges as opportunities for improvement, or offer regular, constructive feedback aimed at helping employees progress.

When employees are given the chance to grow and develop their skills, they become more motivated and engaged in their work.

PURPOSE is the understanding that our work contributes to something larger than ourselves. When employees see how their efforts make a difference, they feel more fulfilled and motivated.

To instill a sense of purpose, you can clearly communicate the company’s mission and values, helping employees understand the bigger picture, involve employees in projects that align with their personal values and interests, or regularly share stories and examples of how the organization’s work impacts the community or industry.

Connecting employees’ work to a greater cause helps them find deeper meaning and motivation in their roles.

To help people find, search, and create intrinsic motivation for themselves, you can take several steps –

• Encourage Self-Reflection. Ask employees to reflect on what aspects of their work they find most engaging and fulfilling. This can help them identify their sources of intrinsic motivation.

• Provide Opportunities for Exploration. Allow employees to explore different roles, projects, and skills within the organization. This exploration can help them discover new interests and passions.

• Foster a Supportive Environment. Create a culture where employees feel safe to express their ideas, take risks, and pursue their interests. Support from managers and colleagues can boost their confidence and motivation.

By focusing on autonomy, mastery, and purpose, you can create an environment where employees are intrinsically motivated. This approach not only enhances individual satisfaction and performance but also drives the organization’s overall success. Embracing intrinsic motivation is not just a trend but a necessary evolution in understanding and harnessing human potential in the workplace.