Motivation comes from within. But what if the external environment gives employees nothing to be motivated about?
As an HR representative, you are not responsible for keeping employees motivated. Motivation is influenced by personal circumstances, company culture, leadership, and even market trends. However, motivation is the driving force behind productivity, engagement, and job satisfaction. Without it, burnout spreads, performance declines, and the company suffers.
While HR may not be the source of motivation, it certainly plays a crucial role in fostering an environment where motivation can thrive.
Let’s explore how.
Beyond the Cake in the Fridge: What Drives People?
It’s easy to assume that office perks like free snacks, minimally-designed workspaces, or an occasional team lunch are enough to keep employees engaged.
But while these small gestures create a pleasant atmosphere, they do not address the deeper psychological needs that fuel long-term motivation.
To understand what truly motivates people, we need to look at the structure of motivation itself.
The Basics: We Are Simple Creatures Evolved
According to Maslow’s Hierarchy of Needs, motivation is structured in five levels:
- Physiological Needs: Fair wages, comfortable working conditions, and work-life balance.
- Safety Needs: Job security, health benefits, and a supportive work environment.
- Belongingness & Love Needs: A sense of community, teamwork, and an inclusive culture.
- Esteem Needs: Recognition, career advancement, and opportunities to contribute meaningfully.
- Self-Actualization: Personal growth, autonomy, and fulfilling work.
HR plays a key role in ensuring these foundational needs are met.
If employees feel insecure about their jobs or lack a sense of belonging, no amount of pizza parties will change their level of engagement.
One Man’s Trash: The Intrinsic Theory of Motivation
Different people are driven by different forces.
Some employees are naturally motivated by internal rewards: things like personal growth, curiosity, and the joy of doing meaningful work. This is the foundation of the Intrinsic Motivation Theory.
Employees with strong intrinsic motivation:
- Take pride in their work because they enjoy it, not just for a paycheck.
- Seek learning and development opportunities on their own.
- Are naturally engaged without external pressures.
For HR, the challenge is to create an environment where this type of motivation flourishes. This means:
- Providing autonomy: letting employees have control over how they work.
- Encouraging creativity: giving employees the space to innovate and problem-solve.
- Offering meaningful work: connecting daily tasks to a bigger purpose.
- Investing in personal development: supporting skill-building and growth.
Companies that ignore intrinsic motivation miss out on employees who could have been their most passionate contributors.
What’s In It for Me? The Expectancy Theory of Motivation
On the other side of the spectrum, some employees are primarily motivated by external rewards: a pay raise, a promotion, or even verbal recognition. This is where Expectancy Theory comes in.
Expectancy Theory states that employees are motivated when they believe that:
- Effort will lead to performance: They need to feel that hard work actually makes a difference.
- Performance will lead to rewards: If they perform well, they want to be recognized or compensated.
- Rewards are valuable: The reward must be meaningful to them (money, praise, promotion, etc.).
HR can apply this theory by ensuring that:
- Employees know exactly what is expected of them.
- Employees see a future at the company.
Even companies that don’t believe in large financial incentives can still use Expectancy Theory by offering non-monetary rewards like public recognition, leadership opportunities, or mental health support.
How You Do It: Practical Strategies for HR
Motivation is not the same for everyone. Each employee is driven by different factors. So, how can HR tailor motivation strategies?
- Performance Reviews with Meaning: Focus on growth, not just evaluation.
- Bonuses & Incentives: Financial rewards where possible, or other benefits like extra time off.
- Flexibility: Remote work options, flexible hours, and work-life balance.
- Development Plans: Personalized training and mentorship programs.
- Community & Culture: A positive workplace that encourages collaboration and engagement.
So next time your HR department is trying to convince the company leaders for a positive change, support your ideas with real data about the structure of human motivation.
Need a Hand?
When motivation disappears, there’s no reason to work hard and engage with the challenges that any workplace throws at you.
What if you could see it coming next time?
Monday Blues uses smart technology to spot early signs of burnout, track workload patterns, and suggest ways to help employees stay balanced and energized. Instead of waiting until people are completely drained, it helps companies step in early with the right support.
Sounds about right, right?