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The 5 Key Intrinsic Motivators of Employee Engagement
Key Intrinsic Motivators of
Engagedemployees are essential for business success, but motivating workers today is more difficult than ever.
Most studies have shown that intrinsicmotivators are more powerful than extrinsic motivators, and at Bunchball, we have identified fivespecific intrinsic motivators that have the most impact:
Motivation is either intrinsic(initiating an activity for its own sake because it is interesting and satisfying) or extrinsic(some external force is influencing, motivating or requiring).
Autonomy in the workplace exists on a continuum –from jobs where employees have none and are told exactly what to do, to jobs where employees have all the autonomy they want, whenever they want it, as long as the work gets done – and everywhere in-between.
Getting better at things is satisfyingon a number of fronts. For some employees, it means the job gets easier.
For others, it brings the psychicand possibly financialrewards.
Every employees needs to feel like they’re making a differenceand that their efforts and accomplishments have meaning.
“I make a difference”
People respond well when they see that they are making progresson something they care about, whether in the workplace or in life.
Humans are innately socialcreatures, and we want to connect, interact, affiliate, care and share.
We also want to be recognized, and we want to understand and be understood.
“I connect with others”
Unfortunately, very few employers integrate these intrinsic motivators into the workplace.
As a result, more and more employees disengage… and then, business performance suffers.
Gamificationcan change all that.
Gamification has been shown to be incredibly effective at motivating employees –because it satisfies intrinsic motivators and inspires people to take action that matters to the business.
Are your employees motivated?
Click here to download our free white paper
to Engage Employees”