Factors of Engagement: 12. Intrinsic Motivation

Intrinsic motivation is a determining factor for employee engagement and job satisfaction. This driver describes to what extent the employee regards their work as valuable. Intrinsic motivation is influenced by a few essential factors; how you work, the possibility to continuously improve yourself, and the chance to do things that are meaningful.

It is one of the 15 drivers in the scientific Employee Happiness Model®.

Improve employee engagement through drivers

It is important to gain insight into what makes your employees enthusiastic, happy and productive. What are their motives? You can find this out by scanning the 15 factors of engagement. But you can’t do everything at once. So first focus on the theme where you think the most impact can be achieved, simply or quickly!

9 out of 10 employees are willing to exchange a percentage of their salary for meaningful work.

(Harvard Business Review, 2018)

Employee Happiness Model > theme work > intrinsic motivation

Together with the drivers Salary & Benefits, Appreciation, and Learning & Development, Intrinsic Motivation helps form the theme ‘Work’ in the Employee Happiness Model and the measuring method of 2DAYSMOOD.

This theme is about what an organization can offer to the employee in exchange for their work and the dedication they contributes to the overall performance of the organization. This may concern intrinsic factors (e.g. appreciation) and extrinsic factors (e.g. monetary). By finding out how employees think about the drivers in this theme, you will discover how they get satisfaction from their work and how you can (continue to) motivate them.

The EHM consists of four themes: Organization, People, Work and Wellbeing. Curious about the other themes and drivers?  Download the whitepaper

 

Checklist: how does intrinsic motivation influence engagement?

Positive influences on employee engagement

  • Organizations that understand the importance of intrinsic motivation
  • Trust employees to complete their tasks when given the freedom to decide how to do it
  • Managers who support employees in the practice of autonomy, competence and meaning

Negative influences on employee engagement

  • The idea that fixed office hours and office presence are essential guidelines for high performance
  • Too little or never convey a sense of confidence to employees
  • Micromanagement and unnecessary controls

How do your employees think about this? Ask them! Or do an online satisfaction measurement on internal motivation and other drivers.

Why (HR) directors investigate the 15 drivers

You can see the 15 drivers in the Employee Happiness Model as measurable factors that have a negative or positive impact on employee happiness and involvement. By increasing satisfaction with these factors, you can improve stress, vitality, productivity and employee turnover!

In your own organization or team you can monitor the status of the drivers, quickly and easily, by using our realtime measuring method and 15 second survey. In this way, you will discover through a smart analysis of satisfaction and importance, where you can take specific and data-driven action.

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