Why Intrinsic Motivation Matters More Now In the Times of the Great Resignation

Intrinsic Motivation and its Connection with the Great Resignation

In the context of various motivational factors, the significance of intrinsic motivation has gained unprecedented importance in the post-pandemic era. Intrinsic motivation pertains to the ability of individuals to propel themselves based on their inner desires and higher aspirations. This notion has become particularly relevant during the current times of remote work arrangements and virtual workplaces, where employees must rely on their inner drive due to the absence of face-to-face interactions and traditional motivators.

With the shift towards work-from-home setups and prolonged periods of isolation, employees find themselves in need of more profound sources of motivation beyond material rewards. In this scenario, intrinsic motivation plays a crucial role. This form of motivation goes beyond mere monetary incentives and is deeply tied to personal fulfillment and the pursuit of challenging and purpose-driven work.

The Great Resignation phenomenon, witnessed through a surge in employees, especially millennials, leaving their jobs in unprecedented numbers, has put human resource (HR) professionals on alert. To address this issue and sustain employee engagement, HR managers must prioritize inner motivators. A potential solution involves offering intellectually stimulating tasks and embracing the newfound appreciation for flexible work arrangements, like remote work.

While some may argue that contemporary workplaces are overly accommodating to younger generations, it's essential to recognize that each generation has distinct characteristics and needs. HR strategies must evolve in response to these changes.

As employees take on additional responsibilities in the wake of the pandemic, it's crucial to reward their efforts appropriately. For new hires who lack the traditional onboarding experience, HR managers should provide guidance and support to align their tasks with their strengths and interests.

It's equally important for millennials and Gen Z employees to take responsibility for their own motivation and engagement. Networking and collaborating with peers and superiors can provide a sense of belonging and purpose, even in remote work environments.

Visionary leaders, including CEOs and C-suite executives, have a critical role to play in steering both employees and corporations through the current challenges. Leaders like Satya Nadella of Microsoft and Sundar Pichai of Google have stressed the need for keeping younger generations motivated. Beyond monetary rewards, leaders should foster an environment that encourages innovation and exploration. This can be achieved by involving employees in cutting-edge projects and acknowledging their contributions through recognition and media coverage.

In the midst of an ongoing pandemic, the need for intrinsic motivation is only expected to grow. As the Great Resignation trend continues and potentially worsens, all stakeholders must find ways to keep themselves motivated until conditions improve. This epochal event calls for a reevaluation of intrinsic needs and a collective effort to navigate these unprecedented times.

In summary, intrinsic motivation's importance has been magnified in the context of the Great Resignation trend and the post-pandemic landscape. Employees, HR managers, and visionary leaders all have roles to play in nurturing intrinsic motivation to drive engagement and success in these challenging times.

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