Question

Is it important to manage your own intrinsic rewards?

Answer 1

If you're a manager it's probably among your top concerns to keep your employees motivated. This is particularly true in competitive industries, such as sales and technology, and those where people are required to do a lot of routine tasks, such as manufacturing or office management. Understanding intrinsic incentives is tantamount to the effects of driving. In this article, we describe intrinsic rewards and explain their function by providing intrinsic examples of rewards in creating an successful workplace to learn and develop.

Intrinsic rewards are more difficult to classify, as they differ from person to person and are not measurable. Intrinsic rewards include factors such as a sense of accomplishment, personal satisfaction from performing an activity, learning new skills and feeling like an integral member of a team.

Intrinsic incentives play an significant part in a motivational technique for the workplace. We are a vital part of maintaining the enthusiasm and commitment of long term workers. Most people are responding well to tangible incentives, including a cash bonus. If the incentive is exhausted, however, the motivation can also diminish, so a good plan uses both intrinsic and extrinsic incentives to keep workers motivated across their tenure period.

Intrinsic rewards are key to motivational success as they provide long-term, non-tangible benefits which are not typically very difficult to obtain and can be replicated consistently over and over again. Figuring out what intrinsic incentives are likely to inspire your employees can be a trial and error exercise, but when you do it helps keep the team engaged while they conduct everyday operational tasks.