Exploring Motivation in Today’s Workforce: Key Insights from Our Latest Podcast

In our latest Employee Engagement Examples of Excellence podcast, we delve into the findings of The Business of Motivation research, exploring where workplace motivation comes from and the effects it can have on performance.

Our guests, Jess Holt from Forty1’s Behavioral Science division and Cesar Garcia, Executive Director of Global Communications at MSD  (known as Merck within the U.S. and Canada), shared valuable insights with host Richelle Feigin into the essential components of a strategy to build and maintain high motivation.

What Motivates Today’s Workforce?

The research examined modern workplace motivation - how driven employees feel, what motivates them to excel, and how these factors impact business outcomes. This analysis provided key insights into defining motivation at work.

Workplace motivation directly influences employee performance and business success.  High motivation levels correlate with positive outcomes in stress levels, happiness at work, commitment, contribution, team belief and turnover.

Intrinsic and Extrinsic Motivation

The study identified two main types of motivation: intrinsic and extrinsic. Intrinsic motivation arises from internal satisfaction—loving what we do or finding meaning in it. Extrinsic motivation is shaped by external factors like recognition, praise, or financial benefits. Both types of motivation positively impact businesses and employee outcomes, but a balance of the two is important.

Digging deeper, the study identified the most dominant form of workplace motivation in 2024 is identity motivation. Many participants view their work as integral to their self-identity and esteem. Financial benefits, however, were found to have the least impact on motivation, pointing to a shift away from traditional perks.

Cesar emphasised the importance of purpose, resonating with the study's findings. He noted that a powerful motivator in his role is the sense of purpose—saving and improving lives worldwide.

Motivational Archetypes in the Workplace

Jess introduced four motivational archetypes, based on intrinsic and extrinsic motivators:

1. Thrivers – Nearly 50% of the sample, Thrivers experience high levels of both intrinsic and extrinsic motivation. They find enjoyment and meaning in their work, alongside benefits from external factors.
2. Castaways – Representing the opposite end, Castaways report low levels of both types of motivation, often feeling disengaged and isolated in their organisations.
3. Unsustainables – Motivated primarily by extrinsic motivation (financial, social and identity), Unsustainables may experience burnout and stress, posing a long-term risk for businesses.
4. Idealists – Driven mostly by intrinsic motivation, Idealists may lack commitment over time if they don’t find ongoing meaning and enjoyment in their roles.

The “Thriver” group represents an ideal balance, where employees have both intrinsic and extrinsic motivation. Our guests cautioned that failing to create a plan for employees to reach this level may harm productivity and increase turnover. 

Leveraging Motivation Levers

Key motivation levers include the the quality of internal communications, manager interactions, working experiences, learning and development, and purpose and values. When leaders commit to these areas, employees feel more motivated.

The study findings also align with Self-Determination Theory, which highlights three core needs which, when satisfied, can support motivation:

1. Autonomy – Empowering employees' independence and decision-making.
2. Mastery – Providing tools to succeed and grow, enhancing skills and capabilities.
3. Relatedness – Creating a sense of belonging and recognition within the team.

Cesar emphasised that motivation often stems from the work environment. Employees may feel demotivated if they don’t feel seen or if they question the company’s goals. Line managers play a crucial role here, inspiring and engaging their teams. Programmes such as leadership development and self-reflective tools can help, alongside exercises where employees create self-development and life plans, linking personal and professional goals to enhance job motivation.

Motivation During Times of Change

Jess discussed data suggesting that how organisations communicate and manage change significantly impacts motivation. Employees are more motivated when they feel consulted, receive clear explanations, and feel well-equipped to adapt to changes.

Cesar highlighted that a solid change management plan is essential. Consistency in communication is key, and clearly defining the destination and each employee's role in achieving it enhances motivation, especially in times of transformation.

Common pitfalls include neglecting to have a plan at all, which can erode trust and motivation.

Summary

This podcast episode will help leaders to identify the key reasons behind employee motivation, as well providing the tools to help you implement a tailored plan for your own organisation. We encourage readers to find out more about the topic by either downloading the full report or listening to the full episode.

Enjoy!