Linking Intrinsic Rewards to Work Goals for Increased Motivation

Intrinsic rewards are psychological benefits that individuals gain from their work, such as feelings of accomplishment, personal growth, and enjoyment of the task itself. Unlike extrinsic rewards, also known as external rewards, which are tangible and often monetary, intrinsic rewards are driven by personal interest and internal satisfaction.

Intrinsic rewards are internal motivators that drive individuals to take action purely for the enjoyment and fulfillment they provide. These rewards stem from internal satisfaction derived from completing tasks, achieving goals, and personal growth.

While extrinsic rewards, can motivate people to a point, intrinsic rewards are enduring, enabling workers and performers to engage their colleagues with sustained investment. Understanding how to effectively link intrinsic rewards to work-setting goals can significantly boost motivation within the workplace.

Benefits of Intrinsic Rewards

Aligning intrinsic rewards with employees' goals in the workplace can boost motivation. Such an alignment ensures that employees and their organizations understand those outside interests that ultimately enhance their jobs as well. Employees who find their tasks intrinsically rewarding are more likely to hold themselves to higher personal standards and strive for excellence.

Knowing how to best motivate employees is essential to success in the modern workplace. The work itself, to a considerable extent, aligns with personal desires through intrinsic rewards which are internal factors that drive an individual’s motivation. 

There was a study conducted to create a framework to understand human motivation, personality, and well-being. It identifies three fundamental psychological needs that must be satisfied for optimal functioning: autonomy, competence, and relatedness.

Autonomy: It is not merely independence but involves acting following one’s true self and values. When individuals perceive that they have a choice in their actions, they are more likely to be intrinsically motivated.

Competence: Individuals are motivated when they feel capable of achieving desired outcomes and mastering challenges. Experiences of success enhance feelings of competence, which in turn fosters further motivation.

Relatedness: A sense of belonging and social support can significantly enhance motivation by providing emotional sustenance and reinforcing personal connections. 

In workplaces, promoting a company culture that values staff input and recognizes employee achievements can improve job satisfaction and performance.

Practical Example for Linking Intrinsic Rewards 

Now that we understand the benefits of intrinsic motivation, let’s explore how organizations can implement these principles in the workplace.

I. Autonomy

Autonomy in the workplace refers to the degree of control employees have over their work processes. This intrinsic reward is crucial because it empowers employees to make choices about how they perform their tasks, leading to increased motivation and job satisfaction.

Implementation strategies

1. Decision-Making Power: Organizations can promote autonomy by allowing employees to make decisions related to their work. For instance, a team leader might let team members choose their project roles based on their strengths and interests.

2. Flexible work conditions: Providing options for remote work or flexible working hours can enhance autonomy. Employees who can manage their flexible schedules often feel more in control and engaged with their work.

3. Ownership of tasks: Encouraging employees to take ownership of their responsibilities fosters a sense of accountability and pride in their work. For example, allowing a marketing intern to design a campaign from start to finish can lead to increased investment in the project’s success.

II. Mastery

Mastery involves the opportunity for employees to develop skills and achieve competence in their roles. When employees see a clear path for growth, they are more likely to engage deeply with their work.

Implementation strategies:

1. Skill development opportunities: Organizations should provide training sessions or workshops that allow employees to enhance their skills. For example, a software company might offer coding boot camps for its developers.

2. Feedback mechanism: Regular feedback helps employees understand their progress and areas for improvement, reinforcing their journey toward mastery. A manager might conduct quarterly reviews in performance management focusing on skills development rather than just performance metrics.

3. Challenging projects: Assigning tasks that stretch an employee's ability can lead to feelings of accomplishment and competence when completed successfully.

III. Purpose

Connecting daily tasks to a larger organizational mission can significantly enhance intrinsic motivation. When employees understand how their contributions impact broader goals, even routine tasks become meaningful.

Implementation strategies: 

1. Communicating organizational goals: Regularly sharing the company’s mission and values helps employees see how their work aligns with these objectives. For example, a healthcare organization might highlight how each department contributes to patient care.

2. Involving employees in goal setting: Allowing employees to participate in setting departmental or organizational goals can create a sense of ownership over the outcomes. This involvement can foster commitment and motivate employees.

3. Highlighting Impact Stories: Sharing success stories about how employee efforts have positively impacted clients or the community reinforces the significance of each role within the organization.

Strategies for Linking Intrinsic Rewards to Work Goals

1. Set Meaningful Goals

Setting meaningful goals is one of the core methods to connect intrinsic rewards to work goal achievement. When employees can align their tasks with personal values related to both their work and life, they satisfy a deeper level of career motivation. 

Aligning work goals and responsibility with the sense of purpose of the individual is one way that organizations can have a more engaged workforce. Having meaningful goals gives us direction and a sense of purpose, both of which help create a deeper sense of achievement that ultimately leads to intrinsic motivators.

2. Encourage autonomy

Another important technique that fosters intrinsic motivation is encouraging independence at work. People are more motivated and invested when they feel empowered to make decisions and take ownership of their work. Allow employees the freedom to choose how they accomplish their tasks. This sense of control fosters a deeper connection to their work and enhances intrinsic motivation.

Self-control creates a sense of responsibility and empowerment, which leads to an increased internalization of motivation. Organizations can develop cross-dominant dynamic and motivational working environments by giving employees a say on how they accomplish their goals. 

3. Provide regular feedback

Intrinsic rewards are tied to regular feedback. Constructive feedback can help employees assess how far they’ve come, understand their successes, and identify what they need to work on. Consistent and affirmative feedback builds employees’ sense of accomplishment.

With a culture that encourages delivering and receiving feedback, employees feel motivated and connected to their work long term goals. Constructive feedback helps employees recognize their progress and achievements. This reinforces their sense of accomplishment.

4. Flexible Choices and Life Milestones as Sources of Motivation

Flexible work arrangements are increasingly becoming mainstream. They are now recognized as key drivers of employee motivation and long-term job satisfaction. Employees who feel supported in balancing personal milestones with their professional responsibilities are more likely to stay productive and committed to their organization.

Life events, such as getting married, reaching a career milestone, or completing a major educational achievement, often bring a renewed sense of purpose and motivation. Companies that recognize these accomplishments can create a supportive work culture that values both growth and personal development.

Weddings: Balancing Venue Planning with Workplace Flexibility

For many employees, planning a wedding is the start of a new chapter that requires commitment and flexibility. Companies can accommodate this to enhance employee satisfaction and commitment. 

• For an urban wedding, a New York-based employee might benefit from flexible afternoons or work-from-home days to coordinate details without taking extended time off.

• If your employee chooses a rural venue in Camarillo, planning a wedding often involves additional logistical challenges, such as venue setup, travel, and coordinating with vendors who may be located farther away. This can require employees to take extended weekends or additional time off to manage these details effectively. 

When companies acknowledge and accommodate these, they value their employees’ personal milestones. This kind of support not only helps employees balance their personal and professional responsibilities but also strengthens their loyalty and connection to the workplace. 

Tenure: Acknowledging Career Milestone

Achieving a work anniversary or a major career milestone is another powerful intrinsic motivator. Organizations can reinforce loyalty and motivation when their employees complete 5,10, or 20 years with a company. You can also offer extra paid leave, professional development funds, or a public acknowledgment in company meetings.

Education: Recognizing Learning as a Workplace Asset

Pursuing advanced certifications or education is a major commitment that requires years of hard work. Employees who achieve this milestone often bring polished skills, fresh perspectives, and innovative ideas to the workplace. In this case, companies can provide tuition reimbursement or flexible work schedules to support employees working towards these achievements.

By celebrating employees’ educational achievements, companies can invest in career development which fosters loyalty and motivation. 

5. Appreciation and Recognition

Recognition might include praise, commendations, or shoutouts given in writing or aloud in meetings. These practices not only acknowledge employees for their hard work but also ensure their contributions towards the organization’s goal are reinforced. People have that validation as a powerful source of intrinsic motivation, which contributes positively to productivity and job satisfaction.

Recognition plays a crucial role in motivating employees. While recognition itself is a powerful motivator, implementing appreciation programs that offer tangible rewards can further enhance engagement. For instance, employees who are about to achieve a milestone might appreciate rewards such as monetary bonuses or gift cards. 

Moreover, giving a paid vacation or PTO may trigger the motivation scale for them. Such gestures not only recognize the hard work put in by the employee but also create a long-lasting relationship between the employer and the employee.

Recognition reinforces positive behaviors aligned with company goals and values. It creates memorable moments that motivate employees beyond financial incentives alone. Acknowledging achievements fosters a culture of appreciation that enhances overall workplace morale.

6. Foster a Positive Work Environment

Beyond individual motivation strategies, creating an organizational culture that supports intrinsic rewards can further enhance employee engagement. A good work environment plays a crucial role in fostering intrinsic rewards in the workplace. Such an environment can dramatically amplify the inherent motivation of the employees. A positive work culture facilitates cooperation, respect, and a sense of being part of the whole, all of which are critical to remaining at par with the motivational level.

If you want your employees to be dedicated and hard-working, they can thrive in a work culture that demonstrates they matter. Create a culture that values recognition, collaboration, and support. Employees are more likely to feel intrinsically rewarded in an environment where they feel valued and respected.

7. Promote Continuous Learning

Offer opportunities for professional development that align with employees’ interests. This not only enhances their skill but also satisfies their desire for growth. For example, pursuing advanced education enriches personal knowledge and also enhances professional credibility, leading to increased job satisfaction and career advancement. Recognition from peers and industry leaders can provide a profound sense of achievement, motivating individuals to continue contributing to their fields. 

Conclusion

When employees see how their personal achievements align with their professional goals, they are more likely to invest effort into their roles. Emphasizing intrinsic rewards not only benefits individual employees but also contributes to the overall success and resilience of the organization.

By integrating intrinsic rewards with flexible choices and recognition strategies, organizations can create an environment that not only motivates employees but also aligns their personal aspirations with professional objectives. This holistic approach leads to increased job satisfaction, productivity, and retention rates.

Author:

This article is written by a marketing team member at HR Cloud. HR Cloud is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.