How to Spark Intrinsic Motivation on Your Team

June 26, 2025

Motivation at work often gets tied to rewards: bonuses, promotions, gift cards, or “employee of the month” shoutouts. These can give a quick performance boost, but they don’t always last. What’s more powerful? Intrinsic motivation—the type that’s driven by curiosity, purpose, or the desire to learn.

Research shows that intrinsic motivation in the workplace leads to stronger engagement and more lasting results than external rewards alone. When people feel connected to their work, they’re more creative, productive, and resilient. And while you can’t hand out intrinsic motivation like a coffee gift card, organizations can create the kind of environment that helps it flourish.

“Motivation is about knowledge, it's about being wise,” says Dr. Ayelet Fishbach, a motivation scientist at the University of Chicago. “I don't believe in relying on some inner strength that you might feel you have or not. I believe in learning and doing the things that keep you motivated."

What is intrinsic motivation?

Intrinsic motivators support the internal drive to do something because it’s inherently meaningful or enjoyable, not because of a prize or recognition. It’s what fuels people to keep reaching, even when no one’s watching. 

“Intrinsic motivators can come from different sources,” says Rachel Weaver Rivera, LCPC, a therapist at Lyra Health. “Some are fueled by passion for a chosen profession, others by humor or a sense of belonging in a healthy workplace. Overall, mutually supportive, respectful professional relationships, an employee’s ability to connect with core values, and the opportunity to contribute to a meaningful, shared workplace challenge set the stage for intrinsic motivation.”

Unlike extrinsic motivators like bonuses or public praise, intrinsic motivators spark longer-term engagement because they tap into values like purpose, autonomy, or mastery. 

Neuroscience shows both types of motivation activate the brain’s reward system. But our brains adjust more quickly to external rewards, especially if the work itself feels disconnected from growth or meaning. Internal motivation outlasts short-term rewards by activating reinforcement pathways that help people stay engaged over time. 

“When employees feel like they can breathe, they feel uplifted,” says Weaver Rivera. “That kind of refreshing, inspiring environment encourages creative, connected, and purposeful work.”

Why intrinsic motivation in the workplace matters 

Employees who are intrinsically motivated don’t just show up to work. They bring energy, focus, and resilience to their work, teams, and relationships. And that has a real impact. Studies show that intrinsically motivated employees:

• Feel more energized and satisfied at work
• Show greater creativity and innovation
• Demonstrate resilience under pressure
• Avoid burnout and disengagement
• Deliver higher quality, consistent work
• Are more likely to collaborate and contribute to team success
• Stay longer in roles where they feel valued

How to foster intrinsic motivation in the workplace

You can’t give someone intrinsic motivation, but you can shape a culture that encourages it. Here’s how:

Give people autonomy - Let employees shape how they work. Flexibility and ownership make people more invested. “Encouraging people to have a voice—that’s how you respect how a person works,” says Weaver Rivera.  

Build trust and belonging - Create psychological safety through open communication and authentic relationships. “People are more motivated when they feel visible and validated,” says Weaver Rivera. “Everybody wants to feel seen.”

Recognize effort - Personalized, meaningful feedback helps people feel valued for how they work, not just what they deliver. 

Offer opportunities to grow - Let people stretch and learn. Mastery fuels motivation. “We help employees clarify their values. That process becomes the internal compass for the direction in which they want to grow,” says Weaver Rivera.

Connect work to purpose - Help employees see how their role fits into the bigger picture. “They need to feel they matter—not just for their title, performance review score, or what they do on the daily, but who they are at their core,” says Weaver Rivera

Encourage curiosity - Give people room to explore, learn, and follow their interests. Curiosity makes motivation stick. “Encourage humor, brainstorming, and a playful atmosphere where mistakes are welcome and vulnerability is the norm,” says Weaver Rivera. “Model a sense of wonder and valuing questions as much as having the right answer. Openly practice mindfulness. Bring an attitude of exploration and discovery to problem-solving.”

Celebrate what really matters - Align recognition with what your team values, not just metrics or output. This reinforces intrinsic motivation rather than substituting it with short-term rewards. “Everyone loves a coffee card, but true satisfaction comes from getting into the flow state of doing good work itself, then celebrating successes,” says Weaver Rivera. “There’s no greater feeling than being valued as an individual contributor in a supportive community of movers, shakers, and lifelong learners.”

Intrinsic motivation in the workplace creates a strategic advantage as workers shine from the inside out. When organizations build a culture that supports autonomy, purpose, and true connection, employees stay longer, collaborate more effectively, and bring their best and brightest thinking to the table.