So, how can you implement a range of intrinsic and extrinsic motivators in a way that is effective, measurable and long-lasting?ĮduMe is the ideal place to start. Without motivation, there is no productivity. It’s clear that employee motivation plays a critical role in the ongoing success of a business. "A person's interest often survives when a reward is used neither to bribe nor to control but to signal a job well done…Rewards, rightly administered, can motivate high performance and creativity.” Meyers in his book, ‘Psychology: Eighth Edition in Modules’, where he states: A reward is no longer special if you receive it every day or for each completed task.īoth intrinsic and extrinsic motivators can be viewed as powerful employee retention tools when used correctly. Doing so may be counter-productive, lowering your team’s levels of intrinsic motivation. This encourages employee empowerment and works as a positive reinforcement.ĭon’t over-praise for mundane tasks. Look for specific situations where a team member has excelled and then tell them exactly why you think they’ve done a good job. If you want to deliver intrinsic motivators, remember to:īe purposeful when offering praise.
In contrast, an offhand “good job” is generic, could sound insincere, and may do little to promote intrinsic motivation. For example, “I was really impressed with how you handled that customer complaint – you were polite and empathetic and were able to resolve the issue in a way that made the company look good”. ( Think: levels, leaderboards).īut for this to be effective the feedback must be specific, genuine, and promote realistic standards. Gamification is the use of game-like features, in non-game contexts, such as learning, to elevate the experience. In this case, an extrinsic motivator (such as the offer of a bonus or a promotion) may help the employee to embrace training opportunities.ĮduMe leverages gamification to improve engagement with training material. When you’d like them to engage in learning or upskillingĪ person may not consider upskilling or broadening their knowledge base just for the sake of learning. One fantastic way to encourage participation is by giving your employees a voice with EduMe Surveys. Extrinsic motivators can encourage these individuals to get involved and be more active and vocal with their contributions. When you want to encourage participationĮmployees who have little interest in a task may not feel motivated to actively engage with other team members. Providing specific feedback and commendation will often be sufficient.ĮduMe Messages are an ideal way to send team-specific or company-wide communications in response to a job well done. This doesn’t necessarily need to be in the form of a financial bonus.
If your team has worked extra hard to complete a project on time and within budget, then an extrinsic motivator reinforces that this is desirable behavior. When you want to reinforce positive behavior So, in what situations should extrinsic motivators be used? 1. This is because it can make a task that was previously considered enjoyable (existing intrinsic motivation) start to seem more like work. This situation is known as the ‘overjustification effect’ and it can be counterproductive. When offered excessively for a behavior that an individual already finds rewarding, the result can be a decrease in interest. When to use extrinsic motivatorsĮxtrinsic motivators can be a fantastic tool for encouraging employee engagement and performance, but they should be used sparingly and in the right situations. Using the right form of motivation will enable you to train employees easily and with long-lasting results because it taps into their reasons for completing the task, not just the detail of how they complete the task.
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