15 powerful intrinsic rewards to re-engage a disengaged workforce
Employees checked out? Intrinsic rewards will get them loving work again.
Intrinsic rewards are powerful because they tap into deep, lasting motivation. People are more committed and perform better when driven by internal fulfillment, such as the joy of learning or contributing to something meaningful, rather than short-term external rewards like money or promotions.
Intrinsic rewards come from within and are driven by personal satisfaction, passion, or a sense of purpose.
Which of these 15 intrinsic rewards do you value the most?
Mastery – Progress toward becoming better at a skill or craft.
Challenge – The excitement of tackling complex or stimulating tasks.
Personal Growth – Opportunities for learning and self-improvement.
Sense of Achievement – Feeling accomplished after completing a task.
Autonomy – Freedom to make decisions and control how work is done.
Recognition – Positive feedback and acknowledgment of contributions.
Belonging – Feeling connected to and supported by a team/organization.
Respect – Being valued and treated with dignity by peers and supervisors.
Pride in Work – A deep satisfaction in producing high-quality/impactful work.
Contribution – Knowing that your work impacts others or the organization’s success.
Purpose – Engaging in work that feels meaningful and contributes to a larger mission.
Creative Freedom – The opportunity to innovate, think critically, and bring up new ideas.
Self-Expression – Chances to express individuality, creativity, or personal values through work.
Trust – Feeling trusted by leaders and coworkers to deliver results without excessive oversight.
Positive Relationships – Forming supportive and trusting bonds with coworkers and leadership.
For more valuable insight, check out my leadership book Certainty: How Great Bosses Can Change Minds and Drive Innovation.
