Motivation is far more than a simple “feeling”. It is the reason we do anything at all. For instructors, a lack of motivation has long been one of the most frustrating obstacles to teaching adult learners.

What motivates learners?

And further, what motivates them to be engaged at the workplace, the objective you’ve chosen for them?

When it comes to professional development, more and more employers are looking at this as an investment in their employees as well as their business. Motivation is the reason that makes you get up in the morning and go to work. It is what allows you to complete tasks, work with others, and push yourself beyond your comfort zone.

Types of Motivation

Motivation can be categorized into three types: extrinsic, intrinsic, and amotivation.

Extrinsic motivation is when someone does something because of external rewards or pressures; an example would be working for a paycheck.

Intrinsic motivation is when someone does something because they enjoy it or find it meaningful; an example would be a passionate volunteer who finds time for their work outside of work hours.

Amotivation is when someone doesn’t feel like doing something at all; an example would be someone who works because they have to do so out of necessity.

This article will look at the importance of intrinsic motivation, focusing on motivation and professional development. We will examine what intrinsic motivation is and why it’s important for learners, teachers and leaders. We’ll also look at strategies to improve this fundamental element in a variety of learning contexts.

In our quest for career progression, we often neglect to focus on the intangibles that contribute to success. These intangible factors represent the power of intrinsic motivation and are vital for professional development.

Self-determination Theory (SDT)

Intrinsic motivation refers to behaviour that is driven from within the individual and is based on the interest in the activity itself rather than the motivating factors such as rewards, money or the fear of punishment. Whether you are in a corporate or a nonprofit environment, intrinsic motivation is important for professional development. Because the ability to learn and grow is so crucial to success, self-determination theory (SDT) is an excellent lens through which to understand how intrinsic motivation relates to professional development.

SDT explains that people have three basic needs: competence (the desire to learn and improve), autonomy (the desire for independence), and relatedness (the desire for connectedness with others). When these needs are met, people function at their best. Organizations can work to meet these needs by creating environments that foster intrinsic motivation through the following:

• Help employees feel that they are part of a meaningful endeavor.
• Ensuring that individuals are competent at their jobs by providing relevant training and opportunities for growth
• Encouraging employees to take risks and make decisions by giving them the autonomy to make choices and explore new opportunities
• Creating a sense of community among employees who share a common purpose
• Providing opportunities to help others through volunteering and other activities that fulfill people’s need for relatedness.
• Make sure that there are no unnecessary constraints that prevent people from doing their best work

If you want to build a business that will succeed in the long run, it’s important to develop intrinsic motivation in your workers and keep it alive. When people intrinsically feel a sense of purpose they are more productive and have higher levels of job satisfaction.

How do you motivate without money? How do you keep your workers intrinsically motivated? The first step is to find out how your employees think about their jobs and why they’re there in the first place. Then figure out how you can tap into those reasons and build an environment that makes them want to come back every day.

There are several ways to keep your employees’ Intrinsic Motivation active: through feedback, employee engagement, and coaching. It’s important to note that you not only have to utilize these methods, but they must be implemented effectively. If not, there is the risk that the outcome will be counter-productive. Ultimately, these methods are meant to benefit you and your employees: if anyone in the chain breaks down or becomes resentful, then everyone loses as a result. One strategy to keep Intrinsic Motivation is to have clear expectations of the behavior that you expect from your employees and to recognize the efforts they make towards their professional development.