# What Is Intrinsic Motivation and How Does It Work? > Intrinsic motivation is behavior driven by internal rewards, or, the motivation to engage in behavior that arises from within the individual. Source: https://asana.com/resources/intrinsic-motivation ## What is intrinsic motivation and how does it work? #### Summary Intrinsic motivation refers to behavior driven by internal rewards. By practicing a combination of intrinsic and extrinsic motivators in the workplace, you can positively influence your team and empower a healthy workforce.Wondering how to motivate your team without the need for external rewards? Intrinsic motivation might just be your answer. Encouraging your team with intrinsic motivation and positive feedback can be a healthy alternative to performance incentives.  We’ll explain what intrinsic motivation is, how it works, and the differences between intrinsic motivation vs. extrinsic motivation when it comes to [aligned teamwork](https://asana.com/resources/aligning-teamwork). #### Optimizing your tech stack for the AI era From security risks to productivity loss, app sprawl may be costing you more than you think. Our latest guide reveals the true impact of an oversized tech stack and provides strategies to optimize your IT spend. Don't let hidden costs hold you back: - [Download the guide](/resources/optimizing-ai-driven-tech-stack-ebook?utm_source=article-banner&utm_medium=web&utm_campaign=app-consolidation) ## What is intrinsic motivation? Intrinsic motivation is what drives us to do something for its own sake—because we find it fulfilling, not because of external rewards like money or praise. It’s that feeling of satisfaction when solving a tough problem, mastering a new skill, or simply enjoying a task. Unlike extrinsic motivation, which relies on outside incentives, intrinsically motivated behaviors come from within and are deeply tied to our sense of curiosity, passion, and purpose. This idea connects to [self-determination theory](https://selfdeterminationtheory.org/the-theory/) and social psychology, which explain that we thrive when our basic psychological needs for competence, autonomy, and relatedness are met. In the workplace, for example, employees who feel challenged and valued tend to be more intrinsically motivated, leading to greater engagement, creativity, and well-being. Rather than chasing external motivation, like bonuses or promotions, they find inherent satisfaction in their work—fueling productivity and a stronger sense of purpose. ### Intrinsic motivation vs. extrinsic motivation While intrinsic motivation refers to behavior driven by internal satisfaction and personal fulfillment, extrinsic motivation refers to behavior that is driven by external rewards or punishment rather than internal desires. This means external motivation can be both rewards-based and fear-based, as long as there is an external force driving the motivation. Let’s break down the differences between the two:  - **Intrinsic motivation** is the means of finding satisfaction within yourself. Intrinsic motivators might include curiosity or taking on a new challenge.   - **Extrinsic motivation** involves avoiding external punishment or seeking rewards. External factors that motivate team members can include extrinsic rewards—such as sales incentives or performance merits. Human motivation is inherently different from person to person, which means the types of effective motivation will also vary from team to team. While one person may respond better to intrinsic factors, another might respond better to extrinsic factors. The key is to consider your team's needs and what’s best for their well-being. ## Intrinsic motivation examples Now that you understand the intrinsic motivation theory, let’s look at real-world intrinsic motivation examples in the workplace. While [leadership styles](https://asana.com/resources/leadership-styles) vary, all managers should recognize how intrinsically motivated behaviors can create a more engaged and adaptive workforce—often in combination with the right extrinsic incentives. When people are intrinsically motivated, their actions stem from inherent satisfaction and curiosity rather than external rewards. Some common examples include: - Playing a [team-building game](https://asana.com/resources/team-building-games) because it’s enjoyable, not for a prize. - Learning a new skill, like coding, out of curiosity rather than obligation. - [Collaborating](https://asana.com/resources/team-collaboration-tips) with a colleague because you want to contribute, not just to meet expectations. - Volunteering at a company event for fulfillment, not to check off a requirement. - Pursuing further education for the challenge, not just for career advancement. As these intrinsic motivation examples show, when people act out of internal motivation rather than obligation, they often produce higher-quality work and experience greater mental health. Encouraging intrinsic motivation in the workplace can lead to more creativity, engagement, and long-term job satisfaction. ## **Intrinsic motivation in the workplace** As a manager, understanding what fuels intrinsic motivation at work can improve wellness and productivity within your team. Without internal motivation, employees may feel unfulfilled, leading to burnout—but fostering the right conditions can make all the difference. Key factors that drive intrinsically motivated behaviors include: - **Curiosity:** When something grabs attention, it sparks exploration and learning, whether through sensory curiosity or cognitive challenge. - **Challenge:** Clear goals push people to perform at their best and stay engaged. - **Recognition:** Acknowledging personal achievements fosters confidence and ambition. - **Belonging:** A strong sense of relatedness and teamwork enhances motivation. - **Problem-solving:** Critical thinking exercises, like virtual team challenges, stimulate engagement. Both intrinsic and extrinsic motivation play a role in human behavior, but balance is key. The “[overjustification effect](https://www.pnas.org/doi/10.1073/pnas.1013305107)” suggests that excessive extrinsic rewards can reduce internal motivation, while other [self-determination research](https://psycnet.apa.org/record/2018-22169-002) shows that introducing rewards early can actually strengthen it. The takeaway? Motivation isn’t one-size-fits-all—it's a mix of both intrinsic and extrinsic factors, shaped by context and individual needs. #### The Impact Playbook: Motivating employees in a fast-changing world Boost motivation by helping your employees understand why their work matters. In this free ebook, learn how to create a shared sense of purpose on your team. - [Get the insights](/resources/motivate-employees-purpose-ebook) - [Get the insights](/resources/motivate-employees-purpose-ebook) ## **How to improve intrinsic motivation in yourself and others** Both intrinsic and extrinsic motivation influence performance, but there’s no one-size-fits-all approach. As a leader, you can create a positive environment by developing intrinsic motivation in the workplace through autonomy, recognition, and challenges. ### **1. Empowering team members** Giving employees opportunities to problem-solve and take ownership of tasks can increase intrinsic motivation. Examples include leading a project change or mentoring a new hire. You can encourage this by: - **Giving autonomy:** Offer guidance, but let employees solve problems independently. - **Using team-building games and discussions:** Collaborative activities boost morale and engagement. These strategies build a sense of relatedness and help team members develop problem-solving skills that benefit them long-term. ### **2. Recognizing work** Acknowledging achievements—big or small—improves morale, self esteem, and internal motivation. Recognition can be as simple as: - **Celebrating wins** in company-wide meetings or shared workspaces like Slack. - **Recognizing efforts** frequently, at least quarterly, to sustain motivation. While private praise is valuable, public recognition amplifies its impact, reinforcing a culture of appreciation. - [Read: How team morale affects employee performance](/resources/team-morale-tips) ### **3. Providing challenges** Challenging work develops self-determination and intrinsically motivated behaviors. Encourage growth by: - **Leading team members to solutions:** Offer direction without giving direct answers. - **Delegating meaningful tasks:**Assigning new responsibilities helps employees develop skills and confidence. By balancing extrinsic rewards with opportunities for autonomy, you create a workplace where intrinsic motivation thrives—leading to greater engagement, wellness, and long-term success. ## Encourage your team with intrinsic motivation When it comes to different types of [motivation](https://asana.com/resources/tips-get-motivated), think intrinsically and encourage your team to do the same. With the right motivation, you can empower your team members, increase team efficiency, and boost morale.  Want to encourage your team to work together? Try team collaboration software that helps simplify communication and encourages teamwork. ## FAQs about intrinsic motivation meaning and definition #### What factors help flourish intrinsic motivation at work? Intrinsic motivation grows when employees have autonomy, meaningful challenges, and a clear sense of purpose. A supportive culture that values creativity, problem-solving, and growth helps, along with regular recognition and opportunities to master new skills. #### How does intrinsic motivation influence job satisfaction and workplace engagement? When employees are driven by internal satisfaction, they take more initiative, feel more connected to their work, and stay engaged longer. Workplaces that support autonomy and learning tend to see happier employees, higher productivity, and lower turnover. #### Why is intrinsic motivation important for personal and professional growth? Intrinsic motivation fuels curiosity, resilience, and self-improvement. It encourages people to try new things, learn new skills, and hold themselves accountable—not because they have to, but because they want to. #### How does intrinsic motivation impact performance and well-being? Intrinsic motivation improves performance by fostering persistence, creativity, and deeper engagement in tasks. It also contributes to greater well-being, as individuals feel more fulfilled when they pursue activities for their own sake, rather than relying on external rewards. Research published in the Journal of Personality and Social Psychology highlights that intrinsic motivation is a strong predictor of long-term success, particularly in environments that support autonomy and mastery. Studies by [Deci, E. L. and Ryan, R.](https://selfdeterminationtheory.org/SDT/documents/2000_RyanDeci_SDT.pdf) in self-determination theory suggest that motivation thrives when basic psychological needs—competence, autonomy, and relatedness—are met. However, a meta-analysis on motivation by [Lepper, M. R.](https://pubmed.ncbi.nlm.nih.gov/10589298/) shows that excessive reliance on operant reinforcement can lead to decreases in internal drive due to the "overjustification effect." #### What strategies help sustain intrinsic motivation over time? Sustaining intrinsic motivation requires developing autonomy, meaningful challenges, and a sense of progress. Encouraging a growth mindset and creating opportunities for problem-solving help maintain engagement over time. Self-determination research shows a correlation between long-term motivation and an individual’s attribution of success to internal satisfaction rather than external rewards. Psychological interventions studied by[Reeve, J.](https://link.springer.com/article/10.1023/A:1024470213500) indicate that providing autonomy-supportive environments leads to higher motivation levels. [Csikszentmihalyi, M.](https://www.researchgate.net/publication/233360419_A_Psychology_of_Wisdom_History_and_Recent_Developments) describes achieving a "flow state" as a way to sustain engagement, while [Oudeyer, P. Y.](https://books.google.com/books?hl=en&lr=&id=FmqSDQAAQBAJ&oi=fnd&pg=PP1&ots=bKcyxw1HGC&sig=2Zn2nulJt7XrsiqfXPvQradUo1E#v=onepage&q&f=false) explores how curiosity-driven learning enhances motivation over time. Studies conducted in New York suggest that recognition and mastery-based challenges play a crucial role in sustaining motivation. Insights from neuroscience and research indexed by DOI databases further highlight how internal satisfaction strengthens long-term commitment to goals. - [Leadership](/resources/leadership) - [8 tips for doing macromanagement the right way](/resources/macromanagement) Leadership Inspire & Impact Collection #### Writer When deadlines are approaching, it can be tempting to step in and handle your team's work yourself. 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