IT Leadership

Welcome to the latest installment in our IT leadership series, where we explore the critical role of leadership in the IT industry and how it can drive success. Today, we’ll be delving into the psychological principles that underpin motivation. We’ll be focusing on the difference between intrinsic and extrinsic motivators and exploring how these can drive performance.

Let’s get started!

The Two Sides of Motivation

Motivation is a driving force behind human behavior. It’s the main reason why you do what you do, motivating you to achieve goals, push yourself further, and even persevere through challenges.

The two main types of motivation that exist are extrinsic and intrinsic motivation. Let’s explore each of these to understand their unique roles in driving performance.

Extrinsic Motivation

Extrinsic motivation is a motivation driven by external factors. Rewards such as trophies, gifts, or praise, and punishments like fines or criticism, are common extrinsic motivations. This type of motivation is widely used in the workplace, where employees may be rewarded for exceptional work or productivity with bonuses or promotions.

However, extrinsic motivators can also have negative effects when used inappropriately or excessively. As you might expect, these types of rewards can lead to addiction-like behaviors, where the motivation to achieve wanes as the reward is expected. This is typically referred to as the law of diminishing returns. Over time, extrinsic motivators need to be increased in order to have the same effect.

This is particularly evident when intrinsic motivation is lacking. When employees are motivated primarily by external factors, they may feel disengaged or uninterested in their work. As a result, their performance could suffer when rewards are not offered frequently, or sufficiently.

Intrinsic Motivation

Unlike extrinsic motivation, intrinsic motivation comes from within. It’s driven by personal factors, such as the enjoyment of the task itself, a desire to gain knowledge, or a passion for the subject. Tasks that are intrinsically motivating are typically complex and allow the learner a great deal of autonomy.

When intrinsically motivated, individuals are more likely to engage in the task for its own sake, and not for any external rewards. This is typically seen in hobbies or creative activities that individuals engage with routinely despite having no external reward structures in place. Intrinsic motivation is a more powerful motivator than extrinsic motivation, as it fosters a deeper emotional investment in the task at hand. This is why it is particularly important when developing a skillset or engaging in creative work.

Employees who are intrinsically motivated are more likely to be engaged in their work and take ownership of their tasks, leading to higher levels of productivity and performance. They may also be more open to taking risks and embracing challenges, as their motivation is not reliant on a specific outcome or reward.

The Role of Leadership

As leaders in the IT industry, it is important to understand the distinction between intrinsic and extrinsic motivation and their respective roles in driving performance. Here’s how you can leverage these psychological principles to boost motivation and productivity in your team:

Optimize Tasks for Intrinsic Motivation

Where possible, try to create opportunities for intrinsic motivation to occur by optimizing tasks. Introduce more autonomy to employees, allow for more complex tasks, and provide opportunities for learning and creativity. This will help engage your team members on a deeper level, encouraging them to invest in their work for its own sake.

Reward Systems Should Be Used Sparing and Strategically

Extrinsic motivators are most effectively used to encourage repeat behaviors that lead to desired outcomes. These should be used sparingly and where they will have the most significant impact, such as in situations where you want to accelerate the adoption of desirable behaviors in a team. Be mindful of creating rewards that feel fair and equitable, to avoid triggering negative behaviors.

When using reward systems, consider the law of diminishing returns and be wary of incentivizing behaviors that you want to occur naturally. There is no quicker way to extinguish intrinsic motivation than to overload a reward system that relies on simple behaviors.

Create a Culture of Motivation

As a leader, it is your responsibility to create a culture that values motivation and performance. This includes recognizing the benefits of both intrinsic and extrinsic motivation. By understanding what drives each team member, you can foster an environment that stimulates and supports them to thrive.

This may require you to encourage team members to find opportunities for intrinsic motivation within their roles. As the old saying goes, “find a job you love, and you’ll never work a day in your life”.

Conclusion

In today’s dynamic business landscape, IT leaders need to be aware of the psychological principles that underpin performance and motivation. By understanding the difference between intrinsic and extrinsic motivation, you can strategically leverage these concepts to drive performance in your team and create a motivated and high-performing workforce.