In this post, we explain what intrinsic motivation is, why it’s key for good self-study, and provide you with proven strategies to increase your employees’ intrinsic motivation.
Companies all around the world are setting their priorities for an ever more volatile business world. As businesses around the world use remote teams, adopt new technologies, and lean into globalization, the need to innovate old practices becomes more important than ever. To position themselves for the business world of the future, many companies are looking at embracing corporate language learning programs — but many are wondering how to implement these programs most effectively.
Corporate language training is a great goal for companies to embrace — it enables teams to improve internal and external communication processes and creates a more positive and inclusive team culture. However, it can be difficult to know how to implement training programs to ensure that your team succeeds. Choosing a scientifically proven method like Babbel for Business is a great start, and finding creative ways to tap into your employees’ motivation is another key strategy — more specifically, their sense of intrinsic motivation.
Table of Contents
- What is intrinsic motivation? A definition & examples
- Intrinsic vs. extrinsic motivation: What is the difference?
- Why intrinsic motivation is key for good self-study
- How to increase your employees’ intrinsic motivation
- How good HR can spark employees’ intrinsic motivation
- For self-study, Babbel for Business is the industry leader
The Babbel Method is scientifically proven!
Discover in our report “Scientific Insights into Learning Success”, what a Yale University study discovered about learning with Babbel and why the Babbel Method quickly leads to success. Download it now for free!
What is intrinsic motivation? A definition & examples
The meaning of intrinsic motivation refers to engaging in an activity or pursuing a goal for the inherent satisfaction, enjoyment, or personal interest it provides, rather than for external rewards or pressures. It is characterized by an individual’s internal drive, curiosity, or desire to explore, learn, or accomplish something for its own sake.
When a person is intrinsically motivated, they find fulfillment and pleasure in the process of doing an activity or achieving a goal. The motivation comes from within themselves, as they derive a sense of competence, autonomy, or personal growth from the task at hand. The activity itself is seen as inherently rewarding, stimulating, or meaningful, and the individual may be willing to invest time and effort without any external incentives.
Intrinsic motivation is often associated with activities that align with personal interests, values, or passions. Examples include:
- engaging in a hobby for the joy it brings,
- pursuing a career because of genuine interest and enjoyment, or
- engaging in creative endeavors for the sake of self-expression.
Intrinsic motivation can also play a role in learning, e.g. language learning, where individuals are driven by a natural curiosity and the desire to acquire knowledge or skills.
Intrinsic vs. extrinsic motivation: What is the difference?
Intrinsic and extrinsic motivation differ in terms of the underlying reasons or sources of motivation for engaging in an activity or pursuing a goal. Here are the key distinctions between the two:
- Source of Motivation:
- Intrinsic Motivation: It comes from within the individual. It is driven by personal enjoyment, curiosity, interest, or a sense of personal fulfillment derived from the activity itself.
- Extrinsic Motivation: It is driven by external factors or rewards such as money, praise, grades, competition, or social recognition. The focus is on obtaining something outside of oneself.
- Nature of Reward:
- Intrinsic Motivation: The reward is inherent in the activity itself. The individual finds satisfaction, pleasure, or a sense of accomplishment by engaging in the task or achieving the goal.
- Extrinsic Motivation: The reward is separate from the activity. It is typically a tangible or external outcome that is obtained as a result of completing the task or reaching the goal.
- Sustainability:
- Intrinsic Motivation: It tends to be more sustainable over the long term because the individual is driven by internal factors that provide ongoing fulfillment and satisfaction. The motivation persists even when external rewards are absent.
- Extrinsic Motivation: It may be effective in the short term, especially when the rewards are desirable. However, once the external rewards are removed or become less salient, the motivation to engage in the activity may diminish.
- Autonomy and Control:
- Intrinsic Motivation: The individual feels a sense of autonomy and personal control over their actions. They engage in the activity willingly and may have a sense of ownership and self-direction.
- Extrinsic Motivation: The individual’s actions are often influenced or controlled by external factors, such as the desire for rewards or the fear of punishment. The focus is on meeting external expectations or requirements.
- Psychological Impact:
- Intrinsic Motivation: It can lead to enhanced psychological well-being, satisfaction, and a sense of personal growth or competence. Individuals often experience enjoyment, flow states, and higher levels of creativity.
- Extrinsic Motivation: While external rewards can provide temporary satisfaction, they may not fulfill deeper psychological needs. Reliance solely on extrinsic motivation can lead to decreased enjoyment, increased pressure, and a decreased sense of personal agency.
It’s important to note that intrinsic and extrinsic motivation can coexist and interact in complex ways. In many situations, a combination of both types of motivation may be present. Additionally, individuals may vary in their preference for intrinsic or extrinsic motivation depending on the task, context, or personal factors.
Why intrinsic motivation is key for good self-study
Though extrinsic motivators are an important tool to keep teams disciplined and on track, promoting a culture of language learning isn’t as simple as encouraging punctuality in turning in reports, for example. To be most successful, companies have to engage their employees’ sense of curiosity and adventure, setting them up to be lifelong learners. To accomplish that, encouraging employees to self-study is crucial.
As one study from the Journal of Memory and Language reports, self-study gives the advantage of choosing which parts of a curriculum to focus on, and restudy can improve their performance. It plays a particularly important role in adult learning, though each person’s success is determined in large part by their specific habits, goal-setting, and motivation for the task at hand. While that intrinsic motivation has to come from each person on their own, companies can help develop a culture that draws out that motivation by rethinking how they approach HR (more about that later) and using strategies to foster intrinsic motivation in the workplace.
How to increase your employees’ intrinsic motivation
Increasing employees’ intrinsic motivation is crucial for promoting their engagement, job satisfaction, and overall productivity. Here are some strategies to help foster intrinsic motivation in the workplace:
- Provide Autonomy: Give employees a sense of control over their work by allowing them to make decisions, set goals, and choose their approaches. Offer opportunities for them to be involved in decision-making processes and encourage their input and ideas.
- Encourage Skill Development: Support employees in developing their skills and expertise through training, workshops, or educational programs. Offer opportunities for growth and advancement, and provide constructive feedback to help them improve and build competence.
- Foster a Positive Work Environment: Create a supportive and positive workplace culture that values and appreciates employees. Encourage collaboration, open communication, and recognition of achievements. Celebrate successes and provide feedback that focuses on strengths and progress.
- Establish Meaningful Work: Help employees understand the significance of their work and how it contributes to the organization’s mission or larger goals. Connect their roles to the overall purpose and provide regular updates on the impact of their contributions.
- Set Clear and Challenging Goals: Define clear and specific goals that align with employees’ interests and skills. Ensure that goals are challenging but attainable, as this can provide a sense of purpose and motivation. Break down larger goals into smaller milestones to track progress.
- Encourage Learning and Growth: Create a culture that promotes continuous learning and personal development. Offer opportunities for employees to attend workshops, conferences, or seminars, and support them in acquiring new knowledge or skills relevant to their roles.
- Recognize and Reward Achievement: Acknowledge and reward employees for their accomplishments and efforts. Recognize their contributions publicly and provide meaningful rewards or incentives that align with their interests and preferences.
- Foster a Sense of Belonging: Encourage teamwork, collaboration, and a sense of community among employees. Create opportunities for social interactions, team-building activities, or cross-departmental projects to build relationships and foster a supportive work environment.
- Provide Feedback and Support: Offer regular feedback to employees, focusing on their strengths and areas for improvement. Provide constructive guidance and support to help them overcome challenges and grow in their roles.
- Encourage Creativity and Innovation: Foster an environment that welcomes and values creative thinking and new ideas. Encourage employees to contribute their unique perspectives and provide them with the necessary resources and freedom to explore innovative solutions.
By implementing these strategies, organizations can cultivate a work environment that nurtures employees’ intrinsic motivation, leading to higher levels of engagement, job satisfaction, and overall performance.
How good HR can spark employees’ intrinsic motivation
While HR is a vital part of any strong company, its influence can often be overlooked. Though the HR department deals with employees and administrative duties, it can also have a major effect on driving the entire corporate culture. Because innovation through language learning is such an important part of Babbel’s own corporate culture (and earned us a nod as Fast Company’s Most Innovative Company in 2016), these are strategies we use among ourselves as well!
As a former HR Manager for Babbel, Aleksandra Polyudova has her own insights on how to create cultures that empower employees to learn. “It was only at Babbel that I learned that as part of L&D we can genuinely promote and influence the corporate culture,” she said. “If we approach this at the same level as our employees and not as dictators, our work will be enriching on both sides… I see my task as encouraging [people] to think for themselves.”
By spending time to create business cultures that build trust and lower walls between employees and management, the result is a more engaged team that thinks differently about themselves. Rather than just being a cog in a machine, each person is a valued individual with their own agency — and their own intrinsic motivations. Within this kind of culture, offering Babbel as a language learning program is a perfect tool.
For self-study, Babbel for Business is the industry leader
Because each company has different needs, Babbel offers a suite of products that can help companies of all sizes at any stage of development. The most flexible and self-directed option is Babbel Professional, offering access to all content on the language learning platform. This can be paired with 1:1 video lessons or group video lessons to create a blended learning plan and make learning even more effective.
Companies get access to onboarding materials, business learning paths, and support for 14 different languages. On teams that already have a strong culture of employee self-empowerment and collaboration, Babbel Professional can be a great asset as users can effectively improve their language skills by practicing for only 10 to 15 minutes a day.
In all, companies looking at language learning need to choose a learning method that is effective, scientifically proven, and that they can trust. Even so, it must also be flexible enough to adapt to each company’s unique culture and promote lifelong language skills sparked by intrinsic motivation. When employees understand on a deep level why learning languages is a joy in a business and personal context, their skills and confidence will soar — and Babbel for Business is the perfect place to start.
The Babbel Method is scientifically proven!
Discover in our report “Scientific Insights into Learning Success”, what a Yale University study discovered about learning with Babbel and why the Babbel Method quickly leads to success. Download it now for free!
