Some days, you knock your to-do list out of the park. There are other days when nothing seems to get done. And there are other days when you wake up and cannot move anything forward.
While intrinsic and extrinsic motivation can drive behavior, understanding the difference between these two types of motivation – and knowing which leads to lasting fulfillment – can transform how we approach work, leadership, and personal growth. When you fully understand your intrinsic motivators, your entire career can shift towards greater fulfillment.
The difference between intrinsic and extrinsic motivation
Intrinsic motivation comes from within. It’s the natural drive to do something because it’s personally rewarding, aligns with our Motivational Dimensions, or brings us joy. When you’re intrinsically motivated, the activity itself is the reward.
Think of a musician who practices for hours because they love music, not because they’re preparing for a performance. Or consider your co-worker who can single-handedly organize an entire event, covering all of the details and easily satisfying stakeholders.
Intrinsic motivation is tied to who you are and what you value.
Extrinsic motivation, on the other hand, relies on external rewards or pressures. This might include:
- working for a bonus
- recognition and praise
- avoiding punishment
While these external motivators can be effective in the short term, they often fail to create lasting engagement or satisfaction. Once the external motivator is achieved, many high-performing people are left wondering what’s next without intrinsic motivation.
The problem with relying on extrinsic motivation
Many organizations fall into the trap of using primarily extrinsic motivators – higher compensation, praise, or increased flexibility – to keep their teams engaged. While these incentives might temporarily boost productivity, they don’t address the deeper motivational needs that drive lasting performance and satisfaction.
Why do organizations do this? Primarily, extrinsic motivation are measurable and controllable, leading some to believe that they are “levers” that managers can use to improve productivity. This notion misses out on more effective methods, however.
As we’ve learned through six decades of Motivation Code research, each person has unique intrinsic motivations that emerge early in life and remain constant throughout their journey.
These motivations are:
- Enduring. Unlike external rewards, which can lose their appeal, intrinsic motivations remain consistent throughout life.
- Irresistible. They express themselves regardless of environment or circumstance.
- Explanatory. They help us understand why we make certain decisions and perform the way we do.
- Insatiable. The drive that comes from our core motivations can never be fully satisfied or completed.
The benefits of tapping into intrinsic motivation
When people operate from their intrinsic motivations, several powerful benefits emerge:
- Sustained engagement. Unlike external rewards, which can lose effectiveness over time, intrinsic motivation provides a renewable source of energy and drive.
- Greater fulfillment. When work aligns with our internal motivations, it becomes more than just a job. Work becomes a source of meaning and satisfaction.
- Enhanced performance. People naturally excel when tasks align with their intrinsic motivations.
- Increased resilience. Those working from an internal drive are better equipped to overcome challenges and persist through difficulties.
Understanding your motivational DNA
This is where Motivation Code becomes such a powerful tool. Rather than trying to motivate people through one-size-fits-all external incentives, MCode helps identify each person’s unique motivational pattern across 32 distinct motivational themes grouped into eight Motivational Dimensions.
For example:
- An Achiever finds deep satisfaction in personal excellence and standing out
- A Learner is intrinsically motivated by discovering, understanding, and sharing knowledge
- A Relator derives energy from meaningful connections and team collaboration
When we understand these intrinsic motivations, we can align roles, tasks, and environments to tap into each person’s natural drive. This creates what we call “motivational flow,” where the prompt, process, and payoff of work all align with someone’s core motivations.
Making the shift
For leaders and organizations, the key is moving beyond simple carrot-and-stick “lever” approaches to motivation. Instead:
- Invest in understanding each team member’s unique Motivational Dimensions.
- Align roles and responsibilities with internal drivers.
- Create environments where people can operate from their intrinsic motivations.
- Recognize and celebrate achievements in ways that resonate with each person’s motivational pattern.
Lasting engagement comes from intrinsic motivation
While external rewards will always have their place, the real key to lasting engagement, satisfaction, and high performance lies in understanding and tapping into intrinsic motivation. Leaders unlock the true potential of individuals and organizations by recognizing that each person has their own unique motivational pattern and creating environments where these internal drives can flourish.
Want to discover what truly drives you or your team? Consider taking the MCode assessment to uncover your unique motivational pattern and learn how to align your work and life with your deepest intrinsic motivations.
Remember, the goal isn’t to completely eliminate extrinsic motivators. Instead, place more emphasis on long-duration intrinsic motivations unique to each individual. In this way, extrinsic motivations can support rather than supplant the powerful intrinsic motivations that naturally drive each person’s best work and greatest fulfillment.
