Why Intrinsic Motivation Matters More Now In the Times of the Great Resignation
What is Intrinsic Motivation and how does it tie in with the Great Resignation?
Among the different types of motivation, Intrinsic Motivation, or the ability of individuals to motivate themselves according to their inner needs and higher selves, matters more than ever in the present Post Pandemic Times.
This is because due to WFH or Work from Home and Virtual Workplaces, Employees need to push themselves and keep working without Face to Face interactions and the lack of physical motivators, means that they have to draw upon their inner strength to keep going.
Moreover, with the Forced Isolation and the Quarantined Living, employees have to hold on to something more than the attraction of pay and perks and this is where Intrinsic Motivation comes into play.
Indeed, with so many Millennials burning out and quitting their jobs, it is more than ever a need for all stakeholders to nurture inner motivators by way of challenging work and work directed at stimulating the higher needs of individuals.
Recent surveys have shown that HR or Human Resource Professionals are alarmed over what is known as the Great Resignation Spree wherein record numbers of employees (especially those under 30) who are quitting en masse.
What Can HR Managers do to Address Inner Motivators and Keep Employees Engaged
A possible solution to the problem of such mass resignations is to keep employees motivated somehow or the other through intellectually challenging work and a key insight from recent research is that it is no longer the pay and perks that matter, but the added flexibility of working from anywhere and choosing work that matters, which means that corporates should not be in a hurry to discontinue WFH anytime soon.
Indeed, while Old Timers might complain that corporates are pampering and spoiling the younger generations of professionals, it also needs to be remembered that each generation of professionals have their own attributes and needs, and hence, HR imperatives need to change with the times.
More than ever, employees are being asked to shoulder additional burdens due to the exigencies of the Pandemic, and hence, it is only fair for them to be rewarded accordingly.
In addition, without Physical Onboarding and Face to Face Introductions, new joiners have no way of acclimatizing with their Employers and their needs, and hence, it is in the fitness of things that HR managers ought to Hand Hold new recruits and find out what Makes Them Tick, so that work can be duly allocated accordingly.
Millennials and Gen Zers Too Need to be Responsible and Find What Makes Them Tick
Having said that, it is also incumbent upon the Present Generation of Professionals to desist from participating in the Viral Great Resignation Trend.
They have to find ways and means of challenging themselves to do better and even if they are WFH, they can network with their peers and seniors so that they find a sense of belonging and acceptance.
Indeed, while Industry Experts are duly alarmed with the instances of the Great Resignation, they are not yet pressing the panic button as many Tech Giants have found ways and means of engaging employees.
Employee Engagement through Inspiring Work is the Norm now and in addition, many Top Firms have started to empower them as well through additional responsibilities to even relatively young professionals.
This is where Intrinsic Motivation matters as employees can never fully be happy with their pay and perks and instead, they must focus on their work to find fulfilment.
The last phrase Employee Fulfilment is the Key to Success as only through Intrinsic Motivation can Millennials find redemption. Therefore, the Ball is In the Court of the Employees as well wherein their Inner Motivators matter more than ever and it is almost entirely up to them.
Why Visionary Leaders Can Help Corporates and Employees Navigate the New Normal
On the other hand, Business Leaders and C Suite Leaders also have their task cut out as they need to actualize their Vision for the Millennials to make them desist from the Great Resignation.
For instance, Tech leaders such as Satya Nadella of Microsoft and Sundar Pitchai of Google have openly spoken about the need to keep the Millennials and the Gen Zers motivated.
One can only raise the rewards that much and the real challenge is to Make Employees Feel Special and inculcate a Passion for Invention and Discovery.
This can be done by Out of Box Solutions such as making them work on Cutting Edge projects so that the Inner Needs for Success and Respect as well as Recognition and Media Coverage can all coalesce around the Intrinsic Motivation for Fulfilment.
Moreover, there is no harm in the CEOs or the Chief Executive Officers to find time to engage with the Younger Employees and inspire them so that they follow the footsteps of the legends and find Inner Drive to Excel.
Indeed, in firms such as Infosys, the Halo around the Founders is so magnetic that New Recruits often put in longer hours to feel that they belong.
Intrinsic Needs in the Epochal Times
Last, with the Pandemic showing no signs of abating, the times ahead are bound to be more challenging and hence, we predict that we havent heard the last of the Great Resignation Trend.
If not anything, this going to get worse and hence, the Need of the Hour for all stakeholders is to keep motivating themselves until the times change for the better and hopefully, things return to normal or the New Normal.
To conclude, we are in the midst of a Once in an Epoch Event and hence, Intrinsic Needs are more important than ever to reach the shore.
- Leadership: Intrinsic vs Extrinsic Motivation
- Reinforcement Theory of Motivation
- Goal Setting Theory of Motivation
- Equity Theory of Motivation
Authorship/Referencing - About the Author(s)
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