In today’s fast-paced and competitive business landscape, motivated employees are essential to success. An engaged and energized workforce can be a powerful driving force behind a company’s growth and innovation. Organizations of all sizes and industries must prioritize employee motivation as a crucial aspect of their operations.
Workplace motivation shapes productivity, engagement, and company success. Employees who feel motivated are more committed, contribute meaningfully, and enhance workplace culture. Without it, teams become disengaged, leading to inefficiencies, high turnover, and stagnation.
Motivation isn’t a one-size-fits-all concept. What drives one person to excel might leave another disengaged. This article explores two key distinctions in motivation – Intrinsic vs. Extrinsic Motivation and Positive vs. Negative Motivation—and how they impact workplace performance.
By understanding these distinctions, leaders can create an environment where employees are motivated in a way that aligns with their personal and professional needs. This discussion builds on foundational motivation theories, including Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor Theory, and Self-Determination Theory (SDT), which provide a broader framework for workplace motivation.
The Motivation Engine: Self-Sustaining vs. Energy-Draining Employees
When I think about motivation, a metaphor comes to mind. Motivation is the power source that fuels employee drive and determines their level of engagement.
A motivated individual is like someone with a self-powered electric generator – constantly moving forward with steady momentum. The power needed to function comes from within, and it is limitless. You only have to steer them in the right direction, and they will keep moving toward the goal. You don’t have to worry about their energy source – there is plenty of it.
In contrast, a non-motivated employee is like a battery-powered machine that constantly needs to be recharged. There is no self-sustaining power, and to keep them running, you must continuously supply external energy. The more often they require recharging, the harder and costlier it becomes, and over time, they hold less and less charge.
- The motivated person moves forward constantly at a high velocity, with the ”pedal to the metal.”Their motivation is self-sustaining, requiring only direction, not external energy.
- The non-motivated person needs constant external push. Left alone, they slow down, coast, and eventually stop – like an EV running out of power. To keep them motivated, you have to plug them in often.
Motivated employees want to do more, learn more, and be more. The non-motivated employee wants to do less, learn less, or do nothing if possible.
This distinction aligns closely with the concepts of fixed and growth mindsets. Those with a growth mindset continuously seek to improve and challenge themselves, while individuals with a fixed mindset tend to remain stagnant, relying on external motivation. To learn more, explore the article on Fixed vs. Growth Mindsets.
Intrinsic vs. Extrinsic Motivation
Motivation in the workplace falls into two primary categories: Intrinsic Motivation and Extrinsic Motivation. The distinction between them is critical for leaders aiming to cultivate lasting engagement and productivity in their teams.
Intrinsic Motivation
Intrinsic motivation comes from within. It is fueled by an individual’s personal interest, curiosity, and sense of fulfillment in their work. Employees who are intrinsically motivated engage in tasks because they find them rewarding or meaningful, not because of external incentives.
Key Traits of Intrinsic Motivation:
- Self-driven – Employees work because they enjoy the challenge or growth.
- Sustainable – Motivation persists even without external rewards.
- Creativity and Innovation – Employees take risks and explore new ideas.
- Deep Engagement – Leads to long-term commitment and satisfaction.
When leaders create environments that support autonomy, learning, and purpose, they naturally enhance intrinsic motivation in their teams.
Extrinsic Motivation
Extrinsic motivation, in contrast, is driven by external rewards or consequences. Employees engage in tasks to earn a salary, receive bonuses, gain promotions, or avoid negative outcomes.
Key Traits of Extrinsic Motivation:
- Performance-driven – Employees focus on meeting specific external goals.
- Short-term effectiveness – Works well for immediate results but may not sustain long-term engagement.
- Dependent on external factors – Motivation fades if rewards are removed.
- Productivity-focused – Useful for structured tasks that require efficiency.
The main point to remember is that intrinsic motivation is driven by internal factors, such as the individual’s own interest and enjoyment, while external factors, such as rewards and punishment influence Extrinsic motivation.
Positive vs. Negative Motivation: Shaping Behavior Through Reinforcement
Another way to categorize motivation is by examining how behavior is influenced, either by rewards and recognition or by pressure and punishment.
Positive Motivation: Encouraging Growth Through Reinforcement
Positive motivation inspires employees by rewarding achievements and encouraging growth. It helps create an environment where employees feel valued and empowered, making them more likely to put in extra effort. This aligns closely with the Cycle of Growth: Learning and Performing, which explains how individuals transition between learning and performing phases to sustain long-term success.
Key Features of Positive Motivation:
- Reward & Recognition: Celebrating successes reinforces a sense of achievement.
- Empowerment: Employees feel trusted to take initiative and contribute creatively.
- Sustained Engagement: When employees know their contributions are valued, they are more likely to innovate, collaborate, and push beyond expectations.
Positive Motivation takes care and hard work. You must invest time, effort, and energy in guiding your team forward. You have to deeply care about your people and what is best for them and make decisions accordingly. It is not easy, and this is why many (bad) managers take shortcuts and avoid this path.
But the rewards are worth the effort. The success of your people extends beyond the increased productivity and results at work to happier people and a positive environment.
Negative Motivation: Pressure Over Performance
Negative motivation relies on pressure, fear, or punishment to drive behavior. While it can generate short-term results, it often leads to stress, disengagement, and a tendency to do only the minimum required to avoid negative consequences.
Drawbacks of Negative Motivation:
- Short-Term Compliance: Immediate responses may occur, but long-term commitment suffers.
- Increased Stress: A fear-based environment can lead to burnout and reduced morale.
- Reduced Innovation: Employees may avoid taking risks, stifling creativity and growth.
To compare these motivation styles directly, let’s break them down:
Negative Motivation is a short-term crutch for lazy managers. It takes no particular effort, as you only need authority and a long stick.
It may work short term as people will react to fear, but long-term it adversely affects the workforce and organization. Employees will be less invested in their work and less likely to put in extra effort or take on new challenges. This can lead to high levels of turnover and absenteeism, as well as a decline in morale and productivity, creating a toxic work environment.
Think about positive and negative motivation and apply it carefully at an individual level. Some employees thrive in learning zones, while others excel in performance zones. Knowing where they stand can help you tailor motivation strategies accordingly. The Maximizing Potential: Learning vs. Performance Zones article breaks this down further, showing how to help employees transition between these states.
Linking Motivation to Maslow’s Hierarchy of Needs
This is where Maslow’s Hierarchy of Needs helps explain why positive motivation outlasts negative motivation. Positive motivators activate higher-level needs – such as esteem and self-actualization – encouraging employees to exceed expectations.
Negative motivation, on the other hand, focuses on the avoidance of loss or punishment, drawing its success from the lower levels. This is why negative motivation works short term as it threatens people’s basic needs, triggering a swift desired response (people will react out of fear of punishment). However, it will not work long-term as people will only do just enough to avoid punishment.
Why Positive Motivation Is the Better Approach
I don’t believe in negative motivation at work. I’ve written more about why positive motivators are more powerful than negative ones.
There’s an unwritten principle in life: you gain more from amplifying positives than from just avoiding negatives. Strengthening your advantages is often more effective than hiding your weaknesses. Similarly, in motivation, applying positive motivators yields greater long-term benefits than relying on negative reinforcement.
Negative motivators work short-term because, from an evolutionary standpoint, humans are wired to prioritize avoiding threats over seeking rewards. Our instincts evolved to fear missing negative events (tiger lurking in the bushes) more than positive ones (trees full of fruits).
Think about trying to lose weight for your 10th college anniversary gathering. Your fear of failure is more powerful than your desire to succeed.
There are indeed unique situations where negative motivation can be used as a last resort when employees don’t respond to any other measure. You will find people who prefer the status quo (“we’ve always done it that way”) or simply don’t want to work.
But in the workplace, positive motivation wins every time. Inspiration makes people thrive, fear makes them comply.
Motivation Quadrants
As discussed earlier, managers influence motivation in two ways: positively or negatively, and across two categories: intrinsic and extrinsic. When we combine these, we get four distinct motivation types – each with vastly different outcomes.
Only one of these leads to sustained performance and long-term success. If you or your team aren’t in that quadrant, it’s time to make a shift.
The Four Motivation Types
- Enjoyment (Positive + Intrinsic) – The Winning Formula
This is the gold standard of motivation. People find joy in the work itself, engaging because they love the challenge, growth, or the process. No external incentives are needed—they do it because they want to. This is where employees thrive and perform at their highest level. - Rewards (Positive + Extrinsic) – The Conditional Worker
Here, motivation comes from external rewards—bonuses, praise, or promotions. While it can work in the short term, it’s unstable: when the rewards diminish, so does the effort. If the rewards are psychological (e.g., recognition, career growth), employees may still stay engaged for a while. - Disinterest (Negative + Intrinsic) – The Wasted Potential
Employees in this category don’t enjoy the work but will tolerate it for rewards. This group often consists of high-potential employees stuck in roles that don’t challenge them. Managers must recognize this and adjust responsibilities before talent is wasted or lost. - Punishment (Negative + Extrinsic) – The Worst-Case Scenario
The worst of both worlds: no enjoyment, no rewards—only pressure, fear, or consequences. This approach forces employees into action through threats rather than inspiration, leading to resentment, disengagement, and burnout. If you rely on this model, you’re in damage control mode.
The Clear Winner: Positive Intrinsic Motivation
Despite clear benefits, many organizations still rely on negative or extrinsic motivators, leading to subpar results and disengaged teams. While extrinsic rewards can work in the short term, they are not a substitute for genuine engagement.
Where Do Your Employees Fall?
Take a moment to evaluate how your team is motivated. Which quadrant do they fit into? If they aren’t in the first, it’s time to shift strategies. Building an environment where employees are driven by enjoyment takes effort, but the payoff is undeniable.
Best Practices to Keep Employees Motivated
How can you create an environment where employees stay driven and engaged? Here are some key principles to follow:
- Avoid negative motivation with your best employees. High performers thrive on encouragement and growth, not fear or pressure. Use positive motivation to nurture their potential, and you’ll see them exceed expectations.
- Understand the difference between motivated and unmotivated employees. Motivated people enjoy the journey – the process, the challenge, and the growth. They don’t chase rewards; they chase mastery. Unmotivated people focus on the destination – the end goal, the paycheck, the bare minimum effort required to get there.
- Use Herzberg’s Two-Factor Theory to analyze satisfaction and dissatisfaction separately. Understand what truly motivates people (intrinsic motivators like purpose and challenge) versus what merely prevents dissatisfaction (hygiene factors like salary and job security). This will help you determine when to apply job enrichment (deepening responsibilities) versus job enlargement (expanding tasks).
- Tailor motivation strategies to individuals. Some employees will respond better to positive reinforcement, while others may need a small dose of negative motivation to push through roadblocks. Default to positive motivation but be ready to adjust as necessary.
- Recognize that people rarely change and act accordingly. Most employees operate within a consistent range of motivation and performance. If someone isn’t a fit, decide quickly and move on. Don’t waste time trying to change what won’t change.
- Promote talent as soon as it’s ready. If you see an employee on an upward trajectory, don’t wait for an arbitrary milestone. Give them opportunities now, let them grow into their new responsibilities, and they’ll reward you with their best work.
- The best way to motivate people? Genuinely care. Support them, mentor them, and help them grow. If you lead with the right intentions, everything else will fall into place.
I’ll leave you with two great quotes from Simon Sinek, which capture the essence of outstanding leadership:
We follow those who lead, not for them but for ourselves.
We follow those who lead not because we have to but because we want to.