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Increasing student motivation with writing assignments

Instructors and students alike recognize that getting an early start on an assignment and spending time on task can lead to both smoother writing processes and stronger written products. Nonetheless, students often seem to wait too long to get started, fail to effectively manage their time when assigned with an unfamiliar writing task, or appear to put forth minimal effort.  This Tip addresses some key factors that influence student motivation and discuss instructional strategies to both promote student self-efficacy and reduce the consequences of procrastination due to demotivation.

Some critical considerations for motivation

Motivation is a challenging concept for some instructors, both because we often assume motivation is a matter of self-discipline and because the extrinsic demands of receiving a score and completing a course might seem sufficient external pressure to motivate students to produce their best work. As experts in our fields, we may always been motivated by the questions, concepts, and practices associated with doing our work with little need for encouragement. Nevertheless, because students are balancing multiple priorities (and multiple classes and assignments), it is worth considering key factors related to motivation. Wigfield and Eccles (2002) provides a wide-ranging overview of psychological theories of motivation that emphasize two key concepts: value and expectancy. 

Perception of value : In discussing the values associated with motivation, they identify attainment value (the satisfaction of completing meaningful work), intrinsic value (the appreciation of doing the task, rather than simply completing it) and instrumental value (the value derived from the ability to gain extrinsic rewards).

Expectancies : Expectancies are the set of beliefs about a given task, including the perception of challenge or difficulty, the perception of competence or self-efficacy, and the perceived likelihood of a desirable outcome.

Together, these considerations explain students’ choice of tasks and their likelihood of persistence.

Strategies for addressing perception of value

• Design your courses and assignments to build upon prior knowledge: Making meaningful connections to students’ prior experience and prior knowledge can increase the sense of attainment associated with new writing tasks. This strategy may involve explicitly describing the relevance of prior course work (“As you remember from your Principles course…”) or asking students to make connections to their own relevant prior knowledge.
• Make explicit connections between students’ goals and aspirations and the writing task: Show students that they will be able to use skills developed in this writing tasks in the context of future assignments. For example, an annotated bibliography assignment involves simple skills of summary, but the ability to summarize individual selections leads to more cognitively complex tasks (synthesizing information) and more challenging writing assignments (literature reviews and research papers).
• Provide students with skills and information at the time of need: For large projects, students benefit from having a clear sense of the finished product. However, it can be valuable to offer students glimpses of documents in process and to address particular skills at the time of need. For instance, students might be asked to bring drafts of their completed charts and tables for an initial workshop and discussion before completing a results section of a lab report or research paper. 

Strategies for addressing expectancies

• Describe how prior writing tasks compare with new tasks: Draw explicit connections to the ways a new writing task relates to a prior task, and to the important differences. For example, if a previous class activity included producing an annotated bibliography, you might note that while a literature review requires a summary of existing scholarship, it also requires that students make a larger claim about the state of research. 
• Provide clear success criteria: Students often ask for sample assignments or previous student work for models. Rather than providing a single example, describe the criteria that you will use to assess the students’ work and provide multiple examples of specific textual features that show what successful writing looks like.
• F. Pajares, Self-efficacy beliefs, motivation, and achievement in writing .
• R. Bruning,  M. Dempsey, D. F. Kauffman, C. McKim, and S. Zumbrunn. Examining dimensions of self-efficacy in writing .

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Our purpose is to provide practical strategies for teaching with writing. Our goal is to offer timely and pragmatic support to faculty members and instructors who teach with writing in undergraduate and graduate courses in all disciplinary areas.

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How to motivate employees: Key factors, strategies, and examples

By Elle Holder

12 min read

Not everyone has a green thumb or even cares about plants and gardening. But I’d bet that everyone knows what happens to a plant that’s never watered — it doesn’t flourish. In fact, it will eventually die. 

So, if you’ve got any questions or doubts on how to motivate employees, remember the plants. Motivation is just like water — it will help your employees flourish by impacting their productivity, job satisfaction, and their overall performance.

Employees who are motivated are more likely to be engaged, committed, and even willing to go the extra mile for their managers and the organization as a whole. The contrast? Stop watering or motivating your employees and they’ll begin to wilt. Their morale decreases, the quality of their work will drop, and you’ll face higher turnover rates.

This article will introduce employee motivation in a bit more depth, discuss several factors that influence it, strategies on how to motivate your employees, case studies of real companies that have successfully motivated their employees, challenges you may face, and finally how to measure and evaluate employee motivation.

Let’s begin.

Table of contents

Understanding employee motivation Key factors influencing employee motivation Strategies for motivating employees Case studies of successful employee motivation Overcoming challenges in employee motivation Measure and evaluate employee motivation Conclusion

Understanding employee motivation

Employee motivation has been described as the internal drive and enthusiasm that employees bring to their work, and it encompasses several factors that drive them to optimal performance. At its core, it refers to the internal and external forces that influence an employee’s willingness, enthusiasm, and their level of persistence when it comes to pursuing organizational goals and objectives.

Definition of employee motivation

Employee motivation is a complex psychological process that drives an employee’s behavior towards achieving work-related goals. It includes both intrinsic (internal) and extrinsic (external) factors that encourage employee engagement, commitment, and satisfaction.

The role of motivation in employee performance

If you’re wondering how to motivate employees — or if you should even bother — consider this. Motivated employees are more likely to demonstrate higher levels of job satisfaction, engagement, and productivity. They’ll typically exhibit greater initiative, creativity, and problem-solving abilities, all things that will lead to improved performance outcomes and organizational effectiveness. On the flip side, motivated employees are less likely to be repeatedly absent and they’re less likely to quit.

Common misconceptions about employee motivation

Unfortunately, employee motivation is often understood or oversimplified. Instead of digging deep into the complexities of how to motivate employees, some employers believe that motivation depends solely on monetary rewards or incentives. And although extrinsic rewards can influence behavior in the short term, if you want sustainable motivation , it will require a deeper understanding of your employees’ intrinsic needs, values, and goals.

Another misconception is the assumption that all employees are motivated by the same thing. In reality, motivation is highly individual and is influenced by personal experiences, preferences, and perceptions. With that in mind, an effective motivation strategy should be tailored to address the diverse needs and motivations of individual employees within your organization.

Bring your people together

Key factors influencing employee motivation.

Employee motivation is influenced by several factors that shape an individual’s attitude, behavior, and ultimately their performance in the workplace. Understanding these factors will help create a motivating work environment that maximizes employee engagement and productivity. 

Here are six key factors that can significantly influence employee motivation:

Feeling that work matters : Employees are motivated when they understand the significance of their contributions to your organization’s goals and overall mission. When their work is meaningful and aligned with their own set of values, they feel a sense of purpose and fulfillment.

Recognition and rewards : Acknowledging an employee’s efforts and achievements through rewards, praise, or incentives will boost morale and reinforce positive behavior. Recognition can come in various forms, including verbal appreciation — sometimes a simple thank you is enough — monetary bonuses, or opportunities for advancement.

Opportunities for growth and development: Some employees will be motivated when they have opportunities to learn new skills, take on challenging projects, and or advance their careers within your organization. Investing in training, mentorship programs, and career advancement pathways can demonstrate a commitment to your employees’ professional development and foster a culture of continuous learning.

Work-life balance : Maintaining a healthy balance between work responsibilities and personal life is important for an employee’s well-being and motivation. If you can offer flexible work arrangements, such as remote work opportunities, flexible scheduling, or even generous time off policies, this helps to enable employees to manage their work commitments while giving them time to attend to personal priorities and obligations.

Effective communication and feedback : Clear, transparent communication and regular feedback are essential if you want to develop trust, collaboration, and engagement among your employees. Providing constructive feedback helps employees understand your expectations and identifies areas for improvement. Additionally, your employees will feel valued and supported in their roles.

Positive work environment : A positive work environment is characterized by trust, respect, and camaraderie, all of which enhances employee morale and motivation. Cultivating a culture of inclusivity, teamwork, and open communication leads to a sense of belonging and commitment among your employees, driving higher levels of engagement and performance .

Strategies for motivating employees

If you want a high-performing and engaged workforce, you need to motivate your employees. Fortunately, employers can implement various strategies to inspire and incentivize employees to perform at their best.

Let’s address five effective strategies on how to motivate employees:

Set clear expectations and goals : Clearly defining roles, responsibilities, and performance expectations will help your employees understand what’s expected of them and provides a roadmap to their success. Clear goals give an employee a sense of direction and purpose, motivating them to strive for achievement.

Provide regular feedback and coaching : Regular feedback and coaching sessions create an opportunity for managers to recognize an employee’s strengths, address areas for improvement, and provide guidance on how to excel in their roles. Constructive feedback will help employees track their progress, stay motivated, and continuously improve their performance.

Encourage employee autonomy and empowerment : Empowering employees to make decisions and take initiative leads to a sense of ownership and accountability. When you give employees autonomy over their work processes and projects it enables them to leverage their skills and creativity, leading to increased motivation and engagement.

Create a culture of appreciation and recognition : If you want to boost morale and motivation , you need to recognize and appreciate their efforts and contributions. Simple gestures such as verbal praise, handwritten notes, or employee recognition programs can go a long way in showing your employees that their work is valued and appreciated.

Offer opportunities for skill advancement and career advancement : Provide employees with opportunities for learning, skill development, and career advancement, as this demonstrates a commitment to their professional growth and success. Offer training programs, mentorship opportunities, and career development paths — this encourages them to invest in their development and stay motivated.

Create a connected workplace

Find out how high-performing teams keep everyone connected, motivated and doing their best work

Case studies of successful employee motivation

Wondering how other companies motivate their employees? Here are three examples:

Example 1: Google’s employee recognition program

Google is known for its innovative and comprehensive employee recognition programs . Most recently, one notable initiative is their peer-to-peer recognition program called Googler-to-Googler (g2g).

Employees are encouraged to nominate their colleagues for demonstrating outstanding work or for embodying Google’s values. Recognized employees receive rewards, such as monetary bonuses or personalized gifts, and their achievements are celebrated publicly within the organization. This program leads to a culture of appreciation and collaboration, motivating employees to strive for excellence and recognize each other’s contributions.

Example 2: Microsoft’s employee development initiatives

Microsoft invests heavily in employee development through a variety of initiatives, including extensive training programs, mentorship opportunities, and career development resources. The company offers access to online learning platforms, internal training sessions, and professional certification programs to help employees enhance their skills in advance their careers.

Additionally, Microsoft encourages employees to participate in cross-functional projects and rotational assignments to gain diverse experiences and expand their expertise. These development opportunities empower employees to take ownership of their career growth and build a culture of motivation and engagement.

Example 3: HubSpot’s flexible work arrangements

HubSpot, a leading provider of inbound marketing and sales software, prioritizes flexibility and work-life balance for its employees. They’ve built a hybrid company that allows for three flexible work options — at home, at the office, or flexible.

Employees have the freedom to manage their work schedules and locations based on their personal preferences and responsibilities. HubSpot also promotes a results-oriented culture, with a focus on outcomes rather than hours worked. This approach empowers employees to achieve work-life integration, leading to higher job satisfaction, lower stress levels, and increased productivity.

Overcoming challenges in employee motivation

A discussion on how to motivate employees wouldn’t be complete without also addressing its challenges. Employee motivation can face several challenges, ranging from individual issues to more systemic obstacles. However, if you want to maintain a motivated and engaged work force, these challenges must be overcome.

Here are four key challenges to employee motivation and strategies on how to address them: 

• Deal with demotivated employees:
• Identify the root causes of their motivation, such as a lack of recognition, unclear expectations, or limited opportunities for growth
• Provide individualized support and coaching to help employees rediscover their sense of purpose and reignite their passion for their work
• Create a supportive work environment where your employees feel valued, heard, and empowered to voice their concerns and seek solutions
• Address burnout and stress:
• Promote a work-life balance by encouraging your employees to take regular breaks, set boundaries, and prioritize self-care
• Implement stress management programs and resources, such as mindfulness sessions, wellness workshops, and provide access to mental health support services where needed
• Review workload distribution and make sure that tasks are allocated appropriately, as this will prevent burnout and overload
• Create a culture of open communication and psychological safety that allows employees to feel comfortable when they discuss what’s stressing them or look for help when needed
• Manage conflicts and foster teamwork:
• Be proactive when it comes to addressing conflicts in interpersonal issues by means of constructive dialogue, mediation, and conflict resolution techniques
• Facilitate teambuilding activities, workshops, and training sessions to help strengthen communication, collaboration, and trust among team members
• Clarify roles, responsibilities, and expectations to minimize misunderstandings and promote accountability within your team
• Encourage a culture of mutual respect, empathy, and appreciation for your team’s diverse perspectives as this will create a cohesive and inclusive team dynamic
• Sustain motivation in remote or virtual teams:
• Establish clear communication channels and guidelines to help facilitate collaboration and interaction among your remote team members
• Provide virtual team building activities, social events, and online forums to help promote engagement and camaraderie
• Make full use of technology and digital tools to help streamline remote work processes

Measure and evaluate employee motivation

If you want to understand the effectiveness of your motivation strategies and identify areas for improvement within your organization, then it is important to assess their motivation. 

Here are three methods you can use to measure and evaluate employee motivation:

Key metrics for assessing employee motivation:

• Employee engagement scores : Measure the level of emotional commitment and enthusiasm your employees have toward their work and your organization. You can do this through regular surveys or pulse checks.
• Turnover rates : Monitor the rate at which your employees leave the organization, as high turnover rates may indicate underlying issues with employee motivation, job satisfaction , or organizational culture.
• Performance metrics : Track individual and team performance indicators, such as productivity, quality of work, and achievement of goals.
• Absenteeism in attendance records : Keep track of how often your employees are absent. Attendance patterns often engage employee motivation and job satisfaction levels.

Conduct employee surveys and feedback sessions:

• Employee satisfaction surveys : Conduct periodic surveys to gather feedback from your employees on various aspects of their work experience, including their job satisfaction, motivation levels and their perception of your organizational culture.
• One-on-one check-ins : Schedule regular check-in meetings between managers and employees to discuss individual goals, challenges, and any areas for improvement. You can use the sessions to provide feedback, offer support, and/or address any concerns that are related to motivation and engagement.
• Focus groups : Organize focus group discussions with cross-functional teams or departments to dig deeper into any specific issues that may be affecting employee motivation, and then brainstorm potential solutions.
• Anonymous feedback mechanisms : Set up anonymous feedback channels, such as suggestion boxes or online surveys. This will encourage candid feedback from any employees who may be hesitant to voice their concerns openly.

Analyze performance and engagement data:

• Performance reviews : Regularly review employee performance data to assess the impact of motivation on individual and team performance. Identify any trends, patterns, and areas for improvement based on the outcomes of your performance reviews.
• Engagement surveys : Analyze data from employee engagement surveys to identify trends, areas of strength, and any areas that require attention.
• Use technology : Implement HR analytics tools and software platforms to help gather, analyze, and visualize employee data that’s related to motivation, engagement, and performance. Then use these insights to inform your decision-making and as a driver in your continuous improvement initiatives.

Conclusion 

So what can you learn from our discussion on how to motivate employees? We’ve explored various aspects of employee motivation, including what it is, how it’s influenced, how to foster it, how to overcome challenges, and even several methods for measuring and evaluating it.

In a bit more detail, this included:

• Make sure your employees are motivated through rewards and recognition, opportunities for growth and development, work-life balance, and more.
• There are several strategies you can use to motivate your employees, including setting clear goals, providing regular feedback and coaching, encouraging autonomy and empowerment, and creating a culture of appreciation.
• Some challenges to expect include demotivated employees, burnout and stress, and conflict.
• Measure and evaluate motivation with key metrics such as employee engagement scores, turnover rates, performance metrics, and even absenteeism and attendance records.

Why should you invest in employee motivation? It’s essential for the success of your organization and for employee well-being, since motivated employees are more productive, engaged, and committed to achieving organizational goals. Ultimately, organizations that prioritize employee motivation are better positioned to thrive in today’s competitive business landscape.

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17 Employee Motivation Strategies: Boost Productivity + Engagement

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Are you struggling to keep your employees motivated? Do you find it challenging to increase productivity and maintain engagement in the workplace? If so, you’re not alone. Employee motivation is a critical factor in driving performance and achieving success. In this article, we will explore proven strategies that can help you motivate your team and create a positive work environment. By implementing these strategies, you can boost employee morale, increase productivity, and retain your top talent.

The Importance of Employee Motivation

Employee motivation plays a crucial role in achieving organizational goals. Motivated employees are more likely to go above and beyond, take initiative, and contribute to the overall success of the company. On the other hand, unmotivated employees may lack the drive and enthusiasm needed to perform at their best. Therefore, it is essential for organizations to understand the importance of employee motivation and take proactive steps to enhance it.

What Motivates Employees?

Employee motivation can be influenced by both intrinsic and extrinsic factors. Intrinsic motivation refers to internal drivers, such as personal satisfaction and a sense of accomplishment, while extrinsic motivation involves external rewards or incentives. Here are some common motivators for employees, categorized according to intrinsic and extrinsic factors:

Intrinsic Motivation

Meaningful work.

Employees are often motivated by work that they find meaningful and fulfilling. When they can see the impact of their contributions and feel that their work aligns with their values and personal goals, they are more likely to be intrinsically motivated.

Autonomy and Ownership

Having autonomy and control over their work can be a powerful motivator for employees. When they are given the freedom to make decisions, have input into how their work is done, and take ownership of their projects, they feel a greater sense of responsibility and satisfaction.

Skill Development and Growth

Employees are motivated when they have opportunities to learn, develop new skills , and grow in their careers. When managers invest in their employees’ professional development through training programs, mentorship, or challenging assignments, it demonstrates a commitment to their growth and motivates them to perform at a higher level.

Extrinsic Motivation

Rewards and recognition.

External rewards, such as bonuses, promotions, or recognition, can provide a strong extrinsic motivation for employees. These incentives act as tangible acknowledgments of their accomplishments and efforts, and they can boost morale and drive performance .

Compensation and Benefits

A competitive compensation package and comprehensive benefits can be motivating factors for employees. Being fairly compensated for their work and having access to benefits that support their well-being and work-life balance can enhance their satisfaction and motivation.

Clear Goals and Feedback

Employees are motivated when they have clear goals and receive regular feedback on their performance. Well-defined objectives give them a sense of direction, and constructive feedback helps them understand how they are progressing and where they can improve.

Positive Work Environment

A positive work environment , characterized by a supportive culture, open communication, and trust, can significantly impact employee motivation. When employees feel valued, respected, and included, it fosters a sense of belonging and enhances their motivation to contribute to the organization’s success.

The Impact of Motivation on Productivity

When employees are motivated, they are more likely to be productive and deliver high-quality work. Motivated employees feel a greater sense of job satisfaction, which can lead to increased engagement and improved performance. On the other hand, unmotivated employees may lack the drive and enthusiasm needed to excel in their roles, which can negatively impact productivity.

Strategies to Motivate Employees

Now that we understand the importance of employee motivation, let’s explore some proven strategies that can help you motivate your team and create a positive work environment.

Creating a Positive Work Environment

A positive work environment is crucial for employee motivation. It is important to foster a culture of respect, collaboration, and open communication. When employees feel valued and appreciated, they are more likely to be motivated and engaged in their work. Additionally, providing growth opportunities and recognizing employee achievements can further enhance motivation.

Setting Clear Goals and Expectations

Employees need clear goals and expectations to stay motivated. By setting achievable and measurable goals , you can provide employees with a sense of direction and purpose. Regularly check in with your team members to provide feedback and support their progress towards these goals. This will help them stay motivated and focused on their work.

Providing Regular Feedback and Recognition

Positive feedback and recognition are powerful motivators. Take the time to acknowledge and appreciate your employees’ efforts. Recognize their achievements publicly and provide constructive feedback to help them grow and develop. This will not only boost their motivation but also strengthen their sense of belonging and loyalty to the organization.

Offering Flexible Work Arrangements

Flexible work arrangements have become increasingly important in today’s workplace. Employees who have control over their work schedule and location are more likely to be motivated and satisfied. Consider offering flexible hours, remote work options, or other accommodations that support work-life balance. This can help employees feel valued and motivated to perform at their best.

Encouraging Teamwork and Collaboration

Teamwork and collaboration are essential for a motivated and engaged workforce. Encourage employees to work together, share ideas, and support one another. Create opportunities for team-building activities and foster a sense of camaraderie among team members. When employees feel connected and supported, they are more likely to be motivated and committed to achieving common goals.

Offering Growth Opportunities

Employees are more likely to stay motivated when they have opportunities for growth and development. Provide training programs, workshops, or mentorship opportunities that allow employees to expand their skills and knowledge. Encourage employees to set personal and professional goals and support their progress towards achieving them. By investing in their growth, you demonstrate your commitment to their success and motivate them to perform at their best.

Building Trust and Empowering Employees

Trust is a crucial component of motivation. When employees trust their leaders and feel empowered to make decisions, they are more likely to be motivated and take ownership of their work. Delegate responsibility and give employees the authority to make decisions within their roles. This shows that you trust their abilities and value their contributions. Trust and empowerment can significantly boost employee motivation and engagement.

Promoting Work-Life Balance

Employees who feel supported in balancing their personal and professional lives are more likely to be motivated and satisfied. Encourage a healthy work-life balance by promoting flexible work hours, allowing time off for personal commitments, and providing resources for stress management or wellness programs. By prioritizing the well-being of your employees , you demonstrate that you value their overall happiness and motivation.

Creating a Sense of Purpose

Employees are motivated when they understand how their work contributes to the organization’s mission and vision. Clearly communicate the purpose and impact of their work and help them see how their individual efforts align with the bigger picture. When employees have a sense of purpose and feel that their work makes a difference, they are more likely to stay motivated and go above and beyond.

Rewarding and Recognizing Employees

In addition to regular feedback, it is important to reward and recognize employees for their exceptional performance. Implement a rewards system that acknowledges outstanding contributions, such as performance bonuses, employee of the month awards, or other incentives. Publicly recognize and celebrate achievements to inspire and motivate the entire team . Rewards and recognition create a positive and motivating work environment .

Encouraging Autonomy and Creativity

Micromanagement can be demotivating for employees. Instead, encourage autonomy and creativity in the workplace. Allow employees to take ownership of their work and provide opportunities for them to contribute new ideas and solutions. Giving employees the freedom to explore their own approaches fosters a sense of creativity and empowers them to take initiative. This autonomy can significantly enhance motivation and job satisfaction.

Establishing Fair and Transparent Policies

Employees are more likely to be motivated when they believe that the company’s policies are fair and transparent. Establish clear policies and procedures for tasks such as promotions, pay, and conflict resolution. Ensure that these policies are transparent and apply to everyone equally. This will help build trust and foster a positive work environment where employees feel valued and motivated.

Encouraging Employee Input and Feedback

When employees feel that their voices and opinions are heard, they are more likely to feel motivated and engaged. Encourage employees to provide input and feedback through surveys, suggestion boxes, or one-on-one meetings . Use this feedback to improve processes and show that you value employees’ insights. By involving employees in decision-making, you demonstrate that their contributions are essential to the success of the organization.

Developing a Recognition Program

A recognition program can be a powerful motivator for employees. Establish a recognition program that rewards employees for exhibiting desirable behaviors and meeting set objectives. You can offer small rewards like gift cards or certificates or larger rewards like bonuses and promotions. A recognition program promotes a sense of achievement and motivates employees to strive for excellence.

Providing Adequate Resources and Training

Employees need adequate resources to do their jobs effectively. Ensure that your employees have access to the necessary resources and tools to succeed in their roles. Equip employees with the skills and knowledge they need to excel in their jobs by providing adequate training and development opportunities. Employees who feel equipped to perform well are more likely to be motivated and engaged.

Encouraging Continuous Feedback

Rather than providing feedback solely during periodic reviews, encourage a culture of continuous feedback. This means giving feedback in real-time or immediately after a task has been completed. This approach promotes constant growth and improvement and shows employees that they are valued. Regular feedback can boost employee motivation and help them achieve their full potential.

Prioritizing Diversity and Inclusion

Diversity and inclusion are essential for a positive and motivating work environment. Prioritize diversity in your hiring practices and create a culture of inclusiveness where all employees feel valued and respected. This can be achieved by offering employee resource groups , incorporating diversity training in your workplace, and promoting open communication.

Employee motivation is a key driver of productivity and engagement in the workplace. By implementing effective motivation strategies, you can create a positive work environment, increase employee morale, and retain top talent. Remember to set clear goals, provide regular feedback and recognition, offer flexible work arrangements, and encourage teamwork and collaboration. By prioritizing employee motivation, you can create a motivated and engaged workforce that contributes to the overall success of your organization.

Key Takeaways

• Employee motivation is crucial for driving performance and achieving success.
• Employees are motivated by a combination of intrinsic and extrinsic factors.
• Motivated employees are more likely to be productive and deliver high-quality work.
• Strategies to motivate employees include creating a positive work environment, setting clear goals and expectations, providing regular feedback and recognition, offering flexible work arrangements, and encouraging teamwork and collaboration.
• Remember to tailor your motivation strategies to the individual needs and preferences of your employees.

Do you ever procrastinate to avoid unpleasant tasks or assignments? Do you find it hard to get started? Do you struggle to stay focused and on task when working from your dorm room, house, or apartment? Motivating yourself to go to class, complete assignments, study, and do all the other things required of you in college can be difficult—but it’s crucial to your college success. Research shows that students can learn how to become better learners by using effective motivation strategies. Successful students know how to self-regulate (control) their own learning and the factors that impact their learning. Fortunately, there are strategies for increasing motivation and self-efficacy, which can in turn increase chances of academic success and well-being.

This handout explores common challenges when it comes to accomplishing tasks and shares several tips and strategies to improve your self-motivation.

Effort over ability

One of the key differences between people who do and don’t succeed is not their ability level but their effort and motivation levels . Few people wake up wanting to do unpleasant or boring tasks. The ones who do them and succeed in them are the ones who believe they can and motivate themselves to do them even when they don’t feel like it. Here are some specific strategies you can use to develop your self-motivation and improve your overall success.

Motivational strategies

Strategies to set yourself up for success.

Set clear goals . Include daily, weekly, semester, and long-term goals. Write them down somewhere easily visible. Use SMART goals to be specific and create a plan: Specific, Measurable, Achievable, Realistic, Time-bound. For example: Instead of saying, “I want to get better grades,” say something like, “I want to get at least an 85% on my BIO exam on March 5.” Even better, set up concrete goals (e.g., increased study hours, peer tutoring) that help you track your progress toward that long-term goal. For example, instead of saying, “I want to do well in my online classes,” say something like, “I want to devote thirty minutes tomorrow to taking notes on my Spanish textbook before starting my online homework.”

Help yourself focus. Eliminate or limit things that are distracting and cause you to procrastinate . Take distracting apps off your phone, turn off the TV, study outside of your dorm room, keep your phone/laptop away during class or study times, create a designated study space in your bedroom or home, block Netflix, clear out the junk food, etc. If you know you struggle with something, make it more difficult for you to indulge in that temptation.

Pace yourself. Chunk your study, work, and reading times into small sections (30-60 minutes) with breaks in between. Breaks are important for your focus, health, and motivation and should be worked into any study time. If you are going to be studying or working for longer, go back and forth between one task or class and another.

Prioritize. Study early in the day and do the most challenging or unpleasant tasks first. Research shows that tackling difficult tasks first thing in the day can make you feel better throughout the rest of the day and be more productive. Doing so keeps you from procrastinating all day and having that dreaded feeling of knowing that you need to do something unpleasant.

Location, location, location. Think about where you work best and where you will be most motivated to get to work and stay working. For most people, their dorm room or bed are not ideal, as they come with many distractions. Some students focus better in a public place like the library or a coffee shop, while others prefer silence and isolation, like a quiet and secluded room on campus. Some students benefit from blocking off an area in their home that they use exclusively for studying and working on projects.

Self-care strategies

Get enough sleep . Aim for at least 7 hours a night. Sleep is important to motivation. If you aren’t well-rested and are running on fumes, it’s a lot more difficult to be productive, stay focused, and motivate yourself.

Build a routine and healthy habits . Structure healthy habits like meals, sleep, exercise, and study times into your daily schedule and then stick with it. Motivating yourself to accomplish tasks becomes easier when you make it a part of your regular routine.

Eat and drink healthily. Drink enough water—your body needs water to function and improve energy. Eat regularly, don’t skip meals, and try to eat healthy foods. You need energy to complete tasks, and it’s much easier to get started and stay focused on work if you are well fed.

Metacognitive strategies

Reflect on what makes you happy, what fulfills you, and what you are passionate about. Try to align what you do with things that make you happy and fulfill you. If you spend all of your time doing or pursuing things that you do not like or care about, you may never be fully motivated. Choosing pathways and activities that interest you is one of the biggest ways to better motivate yourself.

Give yourself rewards for accomplishing difficult tasks and identify strategies that help keep you accountable.

Think about what support you need in order to achieve your goals and then get the support you need. This could include investing in a new planner, attending peer tutoring, or making an appointment with an academic coach at the Learning Center.

Accept that you aren’t perfect. Many students lack motivation because they are afraid of not performing as well as they would like. Combat your fear of failure by telling yourself that your self-worth does not depend on your ability to perform. Include your image of success to include personal and social success and growth.

Write a letter to your future self to remind yourself of your goals. Read this message when you find yourself feeling unmotivated.

Reflect. When you have a task to accomplish, reflect before, during, and after. Think about your feelings towards the task, what you need to do to accomplish it, and how you feel when you are done.

Talk to yourself out loud about your dreams and goals and speak encouraging, positive words to yourself. Compliment yourself and tell yourself you can do it.

List out what is preventing you from doing what you need to do, then find ways to tackle those things. Be specific.

Think long-term. Keep focused on your long-term goals and think about them when you’re feeling unmotivated. Reminder yourself of how this task or step gets you closer to your big goals. Print out a picture of where you want to be in the future and post it on your wall or mirror.

If you’re feeling stuck, visualize yourself as you want to be in the future. Picture yourself in your future career or situation and remind yourself of what you are working for.

Stay positive and optimistic. Avoid complaining or commiserating at times when you planned to make progress towards your goals. If the problems or obstacles can be set aside till later, it may help to write them down to ensure you get back to them. If there’s a problem that cannot be set aside, seek out resources and support to help you address what’s wrong.

Think about consequences. Sometimes thinking about the negative consequences of not doing a particular task you might be stuck on can be motivating. Alternatively, think about the reward of accomplishing the goal (or at least the feeling of being getting it over with) as a motivator.

Accountability strategies

Set visual reminders and alarms on your phone and laptop to remind and encourage yourself of your goal. Consider changing the background of your phone and laptop to a motivational quote or simply to saying the goal that you want to reach. Create positive and encouraging visual reminders and motivators to hang on your bedroom wall or mirror.

Share your goals with a friend, classmate, or someone in your life. Reach out to someone and ask them to help keep you accountable with your work and goals. Check in with this person face-to-face or online regularly to discuss your progress.

Meet with an academic coach at the Learning Center to talk through your goals and have accountability.

Attend office hours to discuss the class with your professor and gain specific tips and suggestions.

Check out some of the study groups and tutoring that the Learning Center offers:

• STEM study groups
• ADHD/LD resources
• Learning Center Workshops

Worked consulted

Elton, C. and Gostick, A. (2014). What motivates me: Put your passions to work. Kamas: The Culture Works Press.

Dembo, M. and Seli, H. (2013). Motivation and learning strategies for college success: A focus on self-regulated learning. New York: Taylor & Francis.

Holschuh, J. and Nist, S. (2000). Active learning: Strategies for college success. Massachusetts: Allyn & Bacon.

Pychyl, T. (2010). The procrastinator’s digest. Canada: Howling Pines Publishers.

Newport, C. (2007). How to become a straight A student: The unconventional strategies real college students use to score high while studying less. New York: Broadway Books.

Ryan, M.J. (2006). This year I will…How to finally change a habit, keep a resolution, or make a dream come true. New York: Broadway Books.

Tracy, B. (2007). Eat that frog! 21 great ways to stop procrastinating and get more done in less time. San Francisco: Berrett-Koehler Publishers, Inc.

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8 motivational theories and how to use them in work and life

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What is a motivation theory?

The importance of motivation at work, 8 motivational theories, personalizing motivation to maximize performance.

Motivation is the driving force behind everything you do at work.

Pride drives you to finish high-quality deliverables, external validation encourages innovative ideas , and a potential bonus brings you to work harder. 

But that effect goes both ways. Feeling a lack of motivation means less creativity and reduced output, which can lead to disengagement and projects that miss the mark — issues that can have long-term effects on your morale and work-life balance.

Learning about motivational theories gives you the tools you need to understand what motivates you and how to harness it. And if you’re a team lead, these theories can do the same for the people around you. 

When you understand how motivation works and what makes everyone in your workplace tick, you’re in a much better position to avoid the disengagement trap. You can help yourself and others regain a sense of purpose and excitement for what they do.

A motivation theory concerns what might inspire a person to pursue and achieve a desired result. While theories of motivation have their roots in humanities disciplines like psychology and sociology, according to Verywell Mind, their applications span across all parts of life, and they’re especially useful in the workplace. As a leader, you can use different types of work motivation to engage team members and lead them toward collective goals .

Most theories hinge on one of two factors: extrinsic or intrinsic. People who thrive on extrinsic motivation look to something outside themselves (such as a bonus) to keep working hard. Those who need intrinsic motivation are after self-motivation and internal satisfaction, like pride and self-esteem . Each one has its pros and cons , and some theories combine both.

According to research from Gallup, employee engagement is steadily declining . Only 36% of employees were engaged in 2020, then 34% in 2021, and 32% in 2022. The report also states that the factors contributing to the decline include feeling appreciated at work , connection to company mission , and opportunities to learn and grow.

Disengagement can lead to more serious issues in the workplace, like quiet quitting and burnout . The 2023 “State of the Global Workplace” report from Gallup says that low levels of engagement actually cost the economy $8.8 trillion dollars per year — a number that amounts to 9% of global GDP. 

But these aren’t symptoms of being lazy or working the wrong job. They represent the effects of higher-level problems like a lack of employee appreciation , inequitable workloads, and unclear expectations . And in most cases, you have the power to improve the work environment and foster a more supportive space for yourself and others.

Motivation theories are tools, not solutions. And if you’re looking to give yourself or your team a boost, it might take some adjusting to find what works.

People struggle with motivation and inspiration for myriad reasons. Some may have a difficult time being productive in specific working conditions. Others might need more external help, such as performance incentives . And still, another may need more affirmation or encouragement from leadership to really shine. 

Using science-backed motivation theory in management will help you meet everyone’s needs and keep working together toward the team’s greater strategic mission.

1. Self-determination theory

In 1985, psychologists Richard Ryan and Edward Deci co-authored a book called Intrinsic Motivation and Self-Determination in Human Behavior . In it, they detailed their argument for controlled motivation, which states that people choose their behavior based on the external results they get from it.

Self-determination is simply a stepping stone to intrinsic motivation, which is when people find inspiration from within when actions help fulfill their personal goals. But this doesn’t happen without the presence of three factors:

• Autonomy: Having agency over behavior
• Competence: Feeling capable at work
• Relatedness: Having a connection to others

If you want your team members to be self-starters with self-determination theory , you need to give them as much flexibility as possible, such as choosing where they work for the day. It’s also ideal to offer professional development opportunities and provide time for team bonding . Once these factors are in place, they’re more likely to find the motivation to reach their goals .

2. Maslow’s theory

Maslow’s theory, developed in 1943 by psychologist Abraham Maslow, is based on his famous hierarchy of needs . It asserts that humans essentially have five tiers of needs:

• Physiological needs: Food, water, and shelter
• Safety needs: Security, health, and resources
• Love and belonging needs: Family and friendship
• Self-esteem needs: Recognition and respect
• Self-actualization needs: Reaching personal goals and happiness

Maslow’s needs theory follows the idea that most people seek to meet their basic needs — physiological and safety — before moving on to other needs like goal-setting . While movement up the hierarchy isn’t always sequential, each need relates to the other.

In the workplace, Maslow’s hierarchy of needs helps leaders understand the importance of meeting lower-level team needs, such as social and safety, before trying to help them reach the higher-level need of self-actualization .

To apply these ideas in your own workplace, ask some questions. Do your team members feel safe at work? Are they worried about job security or the size of their paycheck? Are they building solid relationships and receiving adequate recognition from both you and their peers?

If you’re struggling to motivate your team, determine whether you’re meeting their basic needs before moving on to other tactics. A feedback survey or 1:1 meetings can help you collect that information.

3. Herzberg’s theory

Also called the dual-factor theory, Frederick Herzberg’s theory of motivation focuses on two main factors: hygiene and motivation. Hygiene factors refer to the “basics” of work, such as working conditions, compensation, and management. Motivators refer to “extra” factors like incentives and career advancement opportunities.

Herzberg’s motivation-hygiene theory suggests that the absence of hygiene factors in the work environment causes issues with job satisfaction, while the presence of motivators can improve it. And motivators only work when hygiene factors are up to par. 

Similar to Maslow’s theory above, Herzberg’s two-factor theory should remind you to apply the need hierarchy to the workplace and ensure that work hygiene is satisfactory for all team members. Then you can attempt to introduce other motivating factors like incentives or promotion opportunities .

4. McClelland’s theory

McClelland’s theory asserts that people have three main motivators:

• Achievement: The need to demonstrate competence
• Affiliation: The need for belonging and social acceptance
• Power: The need for autonomy and influence over others

Which of these drivers is most dominant depends heavily on a person’s life experiences and current situation. For managers, getting to know your team members personally and understanding basic information about their backgrounds is important for this theory to work, which you can do with icebreakers or deeper questions . You’ll sense which driver is most dominant and help you learn how to best motivate everyone.

Suppose that you notice one of your team members is highly motivated by leadership development. In that case, you could try helping them develop their skills with leadership training and ask them to help mentor new hires. They can achieve their personal goal of influencing others while also easing the onboarding process .

5. Vroom’s theory

Victor Vroom’s expectancy theory purports that people’s decision-making processes connect to their expectations about what will happen. People routinely make choices that will help them gain pleasure and avoid pain. A team member might avoid a frustrating task and complete easier ones instead, even though each one has the same level of importance.

Vroom’s work acknowledges that people have different values and levels of valence — motivation toward certain outcomes. To account for that, he explained three key factors:

• Instrumentality: Believing that the reward for completing an action will be commensurate with their level of performance or effort
• Expectancy: Believing that the reward will be greater if the effort or performance is greater
• Valence: Associating an emotion with the rewards

This theory suggests that people find greater motivation when they can predict and influence the outcome of their actions, and when they care deeply about that outcome. 

As a manager, you need to know what your team members value and create opportunities for them to receive those rewards. Set clear performance expectations and help them avoid pain by outlining the consequences of poor performance.

6. McGregor’s theory

McGregor’s theory focuses heavily on managerial behavior and how it affects team members. It suggests that managers fall into two management style categories: authoritarian and participative. A manager’s preferred style comes from their belief in one of two motivational theories — X and Y:

• Theory X: Managers who believe that team members dislike their work and avoid accountability are likely to have an authoritarian management style . They might watch their every move and micromanage their work .
• Theory Y: Managers who think that team members take pride in their work and are willing to go above and beyond without the need for supervision are more likely to become participative leaders. This means they trust and give more autonomy to their teams.

Self-reflect and figure out which one you connect with the most. As you apply the theory of X and Y, ask yourself whether your response hinders or encourages motivation in the workplace, and adjust your own behavior accordingly. If you find that your previous authoritarian approach stifles your team, offer more freedom and see if performance improves.

7. Alderfer’s theory

• P. Alderfer’s ERG theory builds on the foundation of Maslow’s needs hierarchy. The three categories that Alderfer identified connect closely to Maslow’s physiological needs, social needs, and self-actualization needs:
• Existence: Physiological and safety needs such as secure employment , health, and shelter
• Relatedness: Love and belonging needs like family, friends, and the respect of others
• Growth: Esteem and self-actualization needs like self-confidence , problem-solving, and creativity

But unlike the Maslow theory of motivation, a person can move between categories, even when they aren’t meeting lower-level needs. Instead, these categories operate in a frustration-regression model. This means someone might double down on meeting a lower-level need when they aren’t meeting higher-level ones. 

A team member may lean more toward relatedness needs when they don’t feel like they’re meeting their growth needs. As a result of this behavior, their priorities will change based on their perceived sense of progress in an area. 

If you frustrate their growth needs by failing to provide advancement opportunities, they may simply start socializing more instead of doing better at work to compensate. Frustration in any area will lead to regression — not motivation.

This theory reminds managers and leaders to look at someone’s entire sense of self when searching for ideas to motivate their staff. If you help your team members live a balanced life where they meet every need, they’re more likely to maintain inspiration in all settings, including work.

8. Skinner’s theory

Based on the concept of operant conditioning, B. F. Skinner’s theory of motivation follows the idea that the behavior of all human beings is based on consequences. 

If a behavior leads to a positive outcome (positive reinforcement) or helps avoid a negative one (negative reinforcement), you’re more likely to repeat it. Instead of focusing on internal or external motivators, it purports that motivation stems from a cause-and-effect relationship.

Managers and leaders who wish to use this theory at work are in luck because it’s one of the easiest to work toward. Find out what types of rewards empower your team, such as recognition, bonuses, or even paid time off. Then, motivate team members to do well by providing those rewards when they work hard and engage with their projects.

Every workplace is unique, and so is every person within it. Motivating a team is never cut-and-dry. It’s a process that takes trial and error, and even though it can be extensive, it’s worth it if you want to build a thriving workplace. 

Apply each of these motivational theories differently depending on team members’ backgrounds, current situations, and personal drivers. Collect feedback about their basic needs and what moves them to be enthusiastic and productive. If you’re unsure, all you have to do is ask — people want to feel like you support them.

Using theories of motivation in your management style isn’t the answer to every disengagement problem. But they will help you get to know your team and foster an environment that encourages them to continuously improve. And remember: you need to motivate yourself first.

Understand Yourself Better:

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Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

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You need more than a quote to motivate a team, developing agility and resilience in the core of your organization, the ultimate guide to motivating a team — and why it matters, 5 real-time recognition tactics that drive engagement and retention, 50 teamwork quotes to motivate and inspire your team, supercharge your team with the advantages of intrinsic motivation, is the carrot-and-stick approach right for your team, why the secret to great coaching lies in motivation, using drive reduction theory to set & achieve your goals, how to use motivational interview questions to drive change, 19 ways to get motivated, maslow’s hierarchy of needs: a recipe for life fulfillment, 5 self-actualization examples: unlock maslow’s hierarchy of needs, how to handle a lack of motivation at work, watch your company language (it shapes company culture), extrinsic motivation: what is it, and can it lead to fulfillment, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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8+ Effective Employee Motivation Strategies | Complete Guide You Need To Know in 2024

Jane Ng • 26 June, 2024 • 10 min read

Looking for strategies for motivating employees and increasing productivity? Employee motivation is crucial for the success of any organization. A motivated workforce helps increase productivity, job satisfaction, and employee retention. However, motivating employees is not always easy, and it requires a strategic approach. 

Let's explore effective employee motivation strategies . Whether you are a manager or an HR professional, these strategies will provide you with practical insights and actionable tips to inspire and engage your employees. 

Table of Contents

What is employee motivation, importance of employee motivation strategies.

• 8 Effective Employee Motivation Strategies 

Key Takeaways

Frequently asked questions, tips for better engagement.

• David Mcclelland Theory
• Motivation Questions Interview

Looking for a tool to engage your team?

Gather your team members by a fun quiz on AhaSlides. Sign up to take free quiz from AhaSlides template library!

Employee motivation includes various factors that influence an employee's behavior, effort, and commitment to achieving the organization's goals. 

Motivated employees are enthusiastic, engaged, and committed to their work, and they are more likely to perform at a high level and contribute to the organization's success. 

It's important to note that motivation is not a fixed trait, and employees can experience varying levels of motivation depending on different factors, such as their personal circumstances, work environment, and job responsibilities. 

So, e mployers can play a role in creating an environment that fosters high motivation and engagement among their employees by providing meaningful work, opportunities for growth and development, recognition and rewards, and supportive and positive work culture.

Employee Motivational Strategies are essential for several reasons, including:

1/ Increase Employee Engagement

Motivation strategies can help employees feel more engaged in their work, leading to higher levels of job satisfaction and commitment to the organization.

2/ Improve Productivity

When employees are motivated, they are more likely to be proactive in seeking ways to improve their performance, take on new challenges, and exceed expectations. 

They may be more willing to go above and beyond their duties and more likely to take ownership of their work. It can lead to improved performance and increased productivity.

3/ Reduce Turnover Rate

High employee turnover can be costly for organizations, such as increased recruitment and training costs, lost productivity, and lower morale. 

By implementing effective employee motivation strategies, organizations can create a positive work environment that fosters growth and development, which can improve employee retention rates.

4/ Enhanced Creativity And Innovation

Employee motivation strategies can encourage employees to be more creative and innovative in their work, leading to new ideas and approaches that can benefit the organization.

5/ Better Collaboration And Teamwork

Motivated employees may be more willing to share their ideas and collaborate with others to achieve common goals. They may be more open to feedback and constructive criticism, which can help to improve communication and trust within the team. 

And they are more willing to support and help their teammates, which can contribute to a positive team culture.

6/ Increase Profitability

Effective employee motivation strategies can contribute to increased profitability for the organization in several ways.

• It improves employee performance, such as increasing sales, improving customer satisfaction, and enhancing the organization's reputation in the marketplace.
• It helps employees come up with new ideas and approaches that can benefit the organization to stay competitive in the market.
• It helps reduce turnovers and associated costs such as recruitment and training. 
• It creates a positive work culture and helps to improve the organization's reputation, attracting top talent and reducing recruitment costs.

Effective Employee Motivation Strategies 

Here is a step-by-step guide that helps you to implement effective employee motivation strategies:

1/ Identify the needs of your employees

Identifying the needs of your employees is a crucial step in creating effective employee motivation strategies. It involves understanding what motivates your employees and what challenges they face in the workplace. Conducting surveys, focus groups, or one-on-one meetings with employees can help to gather this information.

• Surveys with polls and Q&A . They can be useful tools for collecting anonymous feedback from employees. You can conduct a survey online with a range of topics such as job satisfaction, work-life balance, opportunities for growth and development, and recognition and rewards.
• Focus groups. These group sessions involve a small number of employees and are facilitated by a trained moderator. They can provide a more in-depth understanding of employees' needs and identify common themes or concerns.
• One-on-one meetings . These meetings can provide a safe space for employees to discuss any issues or challenges they may be facing and can help to build trust with managers or supervisors.

By understanding the needs of your employees, you can create tailored motivation strategies that address their specific challenges and concerns.

• For example, if employees report feeling stressed or overwhelmed, you may want to consider offering additional support or resources such as counseling services or wellness programs. 

2/ Define clear and measurable goals

Clear goals and expectations help employees understand what they are working towards and how their work contributes to the organization's mission and objectives.

To define clear and measurable goals, it's important to: 

• Set specific targets for performance that can be tracked and measured over time. These targets should be achievable and realistic yet still challenging enough to motivate employees to strive for excellence. For example, if an employee is responsible for sales, their goals could include achieving a certain level of sales each month or quarter.
• Ensure that employees understand what is expected of them. You can set up regular one-on-one meetings with employees to discuss their progress and what needs to improve.
• Provide regular feedback. It is a critical component of this step, as it allows employees to track their performance and make adjustments if necessary. Feedback can be performance reviews or more informal check-ins. 

3/ Provide opportunities for growth and development

Organizations can provide these opportunities by offering training, coaching, and mentorship programs. These programs can help employees develop new skills and knowledge, which can benefit both the employee and the organization. 

• For example, an employee who receives training in a new technology or process may be able to work more efficiently, leading to improved productivity and results.

Besides, these programs help employees feel valued and supported, leading to greater engagement and motivation.

• For example, an employee who has the opportunity to lead a project may feel pride in their work, leading to increased motivation and productivity.

4/ Recognize and reward performance

When employees feel that their contributions are valued and appreciated, they are more likely to be motivated and engaged in their work.

Recognition and rewards can take many forms, from public praise to bonuses, rewards, or promotions. 

• For example, a bonus could be given to an employee who meets or exceeds a specific performance target, or a promotion could be offered to an employee who consistently demonstrates leadership in their task.

However, rewards and recognition should be tied to meaningful achievements or behaviors, rather than just being given arbitrarily. This ensures that employees feel that their efforts are truly appreciated and that there is a clear connection between their actions and the rewards they receive.

5/ Create a positive work environment

A positive work environment is one that is supportive, inclusive, and enjoyable. This environment can be created by:

• Encouraging collaboration and teamwork. When employees feel that they are working together toward a common goal, they are more likely to be motivated to succeed. 
• Providing opportunities for social interaction , such as team-building activities or company events, can also help to create a sense of community and support among employees.
• Creating a culture of respect and trust. This can be achieved by encouraging open communication and feedback, recognizing and rewarding positive behaviors, and addressing any workplace issues promptly and effectively.

6/ Offer work-life balance

By prioritizing work-life balance, organizations can create a healthier workplace culture and reap the benefits of a more engaged and productive workforce.

Providing flexible work arrangements such as telecommuting, flexible schedules, or additional time off can help employees balance their personal and professional commitments. This can lead to reduced stress, improved employee satisfaction, higher levels of motivation and productivity, and cost savings. 

• For example, allowing employees to work from home can reduce office space requirements and overhead costs. 

However, it's important to note that offering work-life balance should not be seen as a perk or an afterthought. It should be a fundamental aspect of a healthy workplace culture that promotes employee well-being and engagement. 

7/ Communicate effectively

Here are some details about effective communication as an employee motivation strategy:

• Be Transparent: Being transparent about company goals and expectations can make employees feel that they are valued and an essential part of the organization.
• Encourage two-way communication: By providing opportunities for employees to voice their opinions, they feel empowered, and it also helps the organization identify issues and concerns that need to be addressed.
• Use different communication channels: Different employees prefer different communication methods, and by providing different options, you can ensure that everyone is informed and engaged.
• Keep informed about organizational changes: It helps to reduce uncertainty and anxiety in the workplace. Employees want to feel involved in the organization's direction and decisions, especially if those decisions will impact their work.
• Active listening . Listening to employees' needs can help to improve employee engagement , satisfaction, and motivation. It also allows you to address issues before they become major problems.

8/ Continuously evaluate and adapt

By continuously evaluating and adapting employee motivation strategies, organizations can ensure that they remain effective and aligned with the needs of their employees. 

This can help create a more engaged and productive workforce, improving organizational performance and success.

Organizations can create a positive work environment that supports employee well-being, engagement, and performance by implementing these effective employee motivation strategies. This, in turn, can lead to a range of benefits, including higher job satisfaction, reduced turnover rates, and improved overall organizational success.

And don't miss the chance to use AhaSlides templates to inspire, motivate and effectively convey your message to your employees!

How do you improve employee motivation?

Improving employee motivation is crucial for enhancing productivity, job satisfaction, and overall organizational success., with few strategies include clear and meaningful goals, effective communication, providing recognition and rewards, offering to help with professional development, empowerment, creating a supportive work environment and provide regular feedback and performance management.

Why is employee motivation important?

Employee motivation is crucial for the success and well-being of both individual employees and the organization as a whole, as it helps to increase productivity, job satisfaction, employee engagement, better problem-solving and creativity and bring out a positive organizational culture.

What are the major approaches to employee motivation?

Major approaches can be identified in Maslow's hierarchy of needs, Herzberg's two-factor theory and McClelland's theory of needs. Also, you can learn more about process theories of motivation to focus on the cognitive processes and decision-making involved in motivation.

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How to Write an Employee Motivation Strategy

Last Updated: May 8, 2022 References

This article was co-authored by Shannon O'Brien, MA, EdM . Shannon O'Brien is the Founder and Principal Advisor of Whole U. (a career and life strategy consultancy based in Boston, MA). Through advising, workshops and e-learning Whole U. empowers people to pursue their life's work and live a balanced, purposeful life. Shannon has been ranked as the #1 Career Coach and #1 Life Coach in Boston, MA by Yelp reviewers. She has been featured on Boston.com, Boldfacers, and the UR Business Network. She received a Master's of Technology, Innovation, & Education from Harvard University. There are 7 references cited in this article, which can be found at the bottom of the page. This article has been viewed 10,839 times.

The best leaders know that employee performance, and thought that, organizational performance, is dependent on having motivated employees. Even the most skilled employees will be less useful if they don't want to do the work. An employee motivation strategy can be used to help improve employee participation and work ethic, increasing the overall quality of the work being done. Create such a strategy by consulting with others, researching motivation strategies, and figuring out how to implement them in your organization.

Identifying Motivation Strategies

• Some of these may conflict with each other, requiring you to decide which will be better for your organization.
• Make a list of possible techniques so that you can evaluate them with your own thoughts and those of your management and employees.
• For example, you might look at Maslow's hierarchy of needs, Herzberg's hygiene theory, and McGregor's X and Y theories as a start. [1] X Research source

• Write down a list of effective and ineffective strategies. Remember to note any strategies that you have not used and those that were met with indeterminate success.

• Talk to your boss or mentor if you have one. This can be another useful source of motivation advice. [3] X Research source

• Consider using one-on-one meetings, surveys, or performance appraisals to get employee input.
• Try simply asking what your employees want. For example, they may want more respect, recognition, pay, benefits, or opportunities for growth. Or they may wish their work were more interesting, challenging, or meaningful. [5] X Research source
• Think about inviting a counselor/ psychologist to the workplace. This can give employees a chance to discuss their issues related to work or behavior that demotivates them or make them less productive. Psychologists can also give them suggestions to cope with calm and positive behavior and move on.

Writing the Employee Motivation Strategy

• Try to eliminate red tape and issues or processes that make your employees less productive. Being able to make an impact on their projects in the most effective and efficient ways possible is motivating in itself to many people.
• Avoid punishing employees for mistakes and errors. Instead, support them by providing a remedy for the error and using the experience to teach them. [8] X Research source
• This can also include the physical working environment. Consider improving the visual attractiveness of the office with more color, additional open space, and artwork. [9] X Research source

• Simply celebrating or congratulating an employee on their achievement.
• Providing extra perks for employee's extraordinary work (flexible scheduling, extra time off, gifts and products, etc).
• Giving awards for high achievers. For example, creating a program that recognizes the Employee of the Month.
• Offering bonuses and incentives (monetary bonuses, stock options, retirement contributions, etc).
• Offering advancement opportunities.
• Giving top-performing employees a chance to attend a workshop or conference to improve their skills. [10] X Research source [11] X Research source

• If possible, relate positive customer feedback to your employees. Hearing what customers have to say will reinforce positive behaviors and lead to even better customer service. [12] X Research source

• If your business or company doesn't have a lot of extra revenue, there are still other ways to motivate people fairly cheaply, like offering group/social events for the team, or using awards and small rewards to help keep people focused.

Implementing Your Strategy

• This helps to create a more motivational culture that adds to and improves your strategy. An effective workplace culture can lead to a self-sustaining source of employee motivation. [15] X Research source

• Involving employees in these changes will help them to accept the new strategy and commit to improvement. [16] X Research source

• Provide managers and employees with feedback on how the changes have affected productivity, output, or another metric.
• Allow for feedback about what is working and what isn't. You can use this knowledge to improve your strategy over time. [17] X Research source

Expert Q&A

You Might Also Like

• ↑ https://www.thebalance.com/motivating-your-staff-in-a-time-of-change-1918767
• ↑ Shannon O'Brien, MA, EdM. Life & Career Coach. Expert Interview. 24 September 2021.
• ↑ http://hiring.monster.ie/hr/hr-best-practices/workforce-management/employee-performance-management/what-are-the-main-employee-motivation-strategies-ie.aspx
• ↑ Joe Simmons. Corporate Trainer. Expert Interview. 29 June 2021.
• ↑ http://www.businessballs.com/employeemotivation.htm
• ↑ http://www.inc.com/jayson-demers/6-motivation-secrets-to-inspire-your-employees.html
• ↑ https://online.citi.com/US/JRS/pands/detail.do?ID=CitiBizArticleKeepStaffMotivated

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How to Foster Self-Motivation in High School

Students benefit from understanding what causes procrastination—and from specific tactics that help them manage their study time.

Self-motivation and strategic learning are kindred spirits that both support and depend on each other and are essential for learning new and complex concepts and skills. During the critical four years of high school, students invest time, attention, and mental energy building the attitudes, skills, and knowledge needed for making strategic learning decisions for the rest of their lives.

In particular, they need to tap intrinsic motivation —learning for the joy of learning—so that they are open to persisting when challenged by an assignment or instruction. If any learner perceives a task as impossible due to a lack of confidence or skills, self-motivation suffers.

When teachers are patient and coach students using a specific set of strategies that promote focus and attention, they can help them to prepare for healthy, engaged, and productive lifelong learning.

Behind the Scenes of Procrastination

When you’re supporting a student who struggles with procrastination, start by helping them understand procrastination from a psychological point of view. Joseph Ferrari, a psychology professor at DePaul University, posits that there are three types of procrastinators (thrill seekers, avoiders, and indecisives) and suggests that resolving procrastination issues starts with recognizing whether the delay comes from a desired adrenaline rush of last-minute work (thrill), a lack of confidence (avoidance), or a challenge with decision-making (indecisiveness).

Inner dialogue or self-talk also underpins procrastination. I like to think of self-talk as falling into three categories within the context of education:

• Inner Defender: “I can’t do the work because the teacher’s directions are so confusing.“
• Inner Critic: “I messed up again! I just can’t write.”
• Inner Guide: “If I can identify which strategy worked best, it will be easier next time.”

An educator’s job is to help students quiet both the deflective Inner Defender and the demoralizing Inner Critic and draw out the healthy Inner Guide. Doing so means helping students to both reflect on the causes of their procrastination (as indicated above) and embrace strategic solutions. Effective time management and systems to remember assignments and due dates so that they can budget their time are crucial.

Try this: In order to tease apart the nuances, preview the vocabulary of self-motivation, strategic learning, and cognition in order for students to identify their stumbling blocks. Explain the three types of procrastinators to your students; I’ve found that they tend to feel relief in exploring the cause of their procrastination. Once they’re armed with that self-knowledge, they’re better prepared to fuse effective strategies to self-motivate.

Then encourage your students to create a list of current assignments using a modified version of Stephen Covey’s Time Management Matrix . Help them to differentiate urgent versus important tasks. When reviewing the prioritized list, ask them to reflect on how procrastination may have led to the urgent, crisis-oriented assignments. As a final step, use the urgent list to help the students identify the next step for each assignment.

Avoiding Brain Strain

Learning requires time, attention, and mental energy. Brain strain can be demoralizing, and just like adults, students want to know that their efforts are worthwhile, both emotionally and intellectually. This three-phase approach for addressing the action list they have created can help them to get started and then persist, without experiencing brain strain.

Phase 1: Knock off the low-hanging fruit (e.g., the tasks that students are confident they can complete with a reasonable amount of effort). That primes the students’ brains and bolsters confidence for the next phase.

Phase 2: Once the students are in work mode, tackle the challenging assignment. The students’ brains should be primed by Phase 1 to focus for deep comprehension, which is covered in more detail below.

Phase 3: Finish with a task the students find interesting to end the work session with a positive mindset, reinforcing future motivation.

Try this: Help the students identify three assignments and prioritize them according to the three-phase approach outlined above. Remind the students to prioritize in a way that involves starting with confidence, moving on to the difficult, and finishing with the interesting.

Focusing for Deep Comprehension

Focusing on a complex and challenging assignment (Phase 2 above) for deep comprehension and retention often requires special focus on self-motivation and strategy.

Focused work sessions tend to be productive when broken into three chunks within one hour: a 45-minute work session, a five-minute break that allows working memory to begin consolidation and organization , and a 10-minute review that supports retention by reinforcing information in working memory. Students can consider this approach as making a contract with themselves, which helps them avoid feeling like they are descending into a black hole of work. Students may need to build up to a 45-minute work session, but it’s where deep comprehension takes off; any multitasking (e.g., responding to phone calls or text messages) compromises that deep comprehension because every task requires cognition.

Discussion can help students understand that task-switching rather than multitasking is actually happening, and fully refocusing can take up to 20 minutes. For example, fragmented work can lead to repeated reading; the result is often inefficient and ineffective learning, and if students can’t remember what they read the following day, they are unlikely to be motivated when facing future reading assignments.

Try this: Work with students to plan their focused 45-minute work segment by identifying a specific action step. Encourage them to consider a five-minute break activity, such as meditating or doing stretches. And finally, work with them to establish a review process (e.g., adding personal connections to their notes) for the final 10-minute segment.

More From Forbes

17 surprising ways to boost motivation and productivity at work.

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Finding effective ways to stay motivated at work can significantly enhance one’s productivity. Some professionals intentionally procrastinate, as they rely on the pressure of needing to hit a deadline to drive performance. While placing pressure on oneself by waiting until the last minute and then scrambling to meet a due date works for some, for those seeking alternative methods to motivate themselves at work, some other lesser-known strategies can be equally as powerful.

Below, 17 members of Forbes Coaches Council share some often-overlooked methods to ignite motivation and stay focused during working hours. To learn about effective motivators, explore these techniques and learn how to leverage them for professional success.

1. Reflect On Your Purpose

A powerful yet often overlooked motivator is to reflect on your personal reasons for wanting to be successful. By regularly connecting with the deeper purpose behind your goals, such as securing a bright future for your loved ones, making a positive impact or pursuing personal passions, you can find renewed energy and purpose. - Lorie Pointer , Lorie Pointer Coaching

2. Practice ‘Positive Brainwashing’

I have found “positive brainwashing“ to be very effective. After all, it is our thoughts that are motivating or demotivating us. If you’re telling yourself you hate doing something, how motivated do you think you’re going to feel about it? Change your thoughts about it, even if you’re not feeling it, because your thoughts really are driving your feelings and your actions. It’s powerful; try it! - Laurie Sudbrink , Lead With GRIT

3. Feel Your Way Into Accomplishing A Task

Procrastination as a motivator is a perfect example of why short-term motivations don’t work over the long term. Here’s a way to better approach it: When facing what you feel you need to do but don’t want to, ask what accomplishing that task will do for you. Feel your way into it. Actually imagine the sensations of getting done what needs to be done. Connect with and follow the positive feelings that come to you. - Jay Steven Levin , WinThinking

4. Ask A Mentor Or Close Friend To Hold You Accountable

Accountability can be a great motivator. If a professional commits to an outcome by asking an esteemed mentor to hold them accountable, or makes a commitment to a close friend or relative, they then not only risk letting themselves down by missing the mark, they risk letting others they care about down as well. Publicly committing to something, with accountability built in, can be a powerful motivator. - Christy Charise , Strategic Advisor

Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?

5. See What’s Holding You Back

Even the best professionals face obstacles to progress at times. Understanding why you are stymied is key. What’s holding you back? Do you disagree with the task? Lack the skill to do it? Don’t know where to start? Have a fear of failing? Are you guarding against risks and issues? Avoiding conflicts? Getting distracted by other ideas? Fighting inertia? A root cause analysis will help you to get unstuck. - Maria Garrett , MG Leadership | Coaching & Consulting

6. Define Yourself

Keep yourself motivated by defining yourself. My No. 1 motivator has always been when I tell someone an idea, and they catch me off guard by saying, “Nah, I don’t think you can.” I have three distinct examples of this happening, and they became the ultimate drivers for me. “How dare you?” I thought. It wasn’t about proving to them that I was good enough. It was a belief system and the audacity I wanted to change. - Kinga Vajda , Execute Your Intentions, LLC

7. Control Your Hierarchy Of Pain

Procrastination is a safety switch our brain uses to protect us from something that is predicted to cause us pain. The intention is great, but the impact is not. In order to overcome this issue, controlling our hierarchy of pain can unlock a new level of motivation. Doing something now is a hassle, but not doing it will cause much more pain in the long run. Once that’s clear, acting now is easy. - Csaba Toth , ICQ Global

8. Leverage Public Accountability From The Start

A surprising way professionals can motivate themselves at work is through public accountability. When we are building a new skill or habit, we often try to do it on our own and only share it with others when we have developed a level of mastery. Public accountability can be used at the beginning of skill-building to share with others what we are working on and to enlist support along the way. - Jill Helmer , Jill Helmer Consulting

9. Act Your Way Into A Feeling

We are all motivated. We have bills, family, obligations and the like. The ideology I have lived by for 20 years now that allows me to always be proactive in getting my jobs done is, “You must act your way into a feeling because you will never feel your way into action.” Every time I want to stall, I say this to myself and keep it moving. - Ryan Stewman , Apex Business Association

10. Take On Fewer Tasks And Schedule Breaks

This might sound counterintuitive, but when I try too hard, I make myself more anxious and stressed and end up producing fewer results. When I arrange enough breaks and rest for myself and take on fewer tasks per day, my overall motivation and productivity stay higher. - Minna Hu , AI Business Coach Inc.

11. Utilize ‘Temptation Bundling’

One way professionals might motivate themselves at work is through “temptation bundling.” The idea is to combine a task you need to do but don’t particularly enjoy with an activity you look forward to, even if it feels like a guilty pleasure. For example, you might want to listen to your favorite podcast or audiobook, but only while handling routine administrative tasks. - Daria Rudnik , Daria Rudnik Coaching & Consulting

12. Leverage The Desire To Pull Your Weight

One personal driver is fear—not perhaps in the traditional sense, but the fear of letting others down and the fear of being perceived by others as not pulling my weight on the team. I want to be seen as adding value and helping the team move forward. - Ricky Muddimer , Thinking Focus

13. Give Your Brain A Break With Strategic Daydreaming

Another surprising way professionals might motivate themselves at work is through strategic daydreaming. Allowing the mind to wander for short periods can foster creativity and problem-solving by giving the brain a break from constant focus. This mental downtime can lead to fresh perspectives and innovative solutions, ultimately boosting productivity and motivation. - Peter Boolkah , The Transition Guy

14. Break A Task Down Into Manageable Steps

Motivation often shows up after we have started on a task. We get motivated by the progress we see. To get going, we can break a big, daunting task down into small, manageable steps. To create a presentation, for example, start by writing down the key takeaways for the audience first. Then, complete the task one key message point at a time. Allow yourself to take breaks in between. - Martina Kuhlmeyer , Martina Kuhlmeyer Coaching and Consulting

15. Practice Self-Empathy

A useful tool for finding motivation is self-empathy. Professionals can develop a profound sense of self-awareness and self-acceptance. They will learn to trust themselves more fully and show up authentically in their work. It takes intentional effort to cultivate self-empathy, allowing the reminders of yesterday’s failures and today’s struggles to be your motivation for tomorrow’s success. - Kurline J Altes , KURLINEJSPEAKS LLC

16. Create An Accountability Group

One way professionals motivate themselves is by having an accountability group that sets aside time to focus on work they’ve been setting aside or ignoring. For example, one coaching company has coaches in its program gather monthly to share what they will work on during that time and how they’ll feel when it’s done; they start doing it and return to give an update. Just getting started is a motivator! - Kathleen Shanley , Statice

17. Practice Gratitude Journaling At Work

One lesser-known motivator is the practice of gratitude journaling at work. Writing down a few things you’re grateful for each day can significantly boost your mood and motivation levels. This act shifts focus from what’s lacking to what’s abundant, fostering a positive work atmosphere and enhancing personal drive. It’s a powerful tool that charges professionals with renewed energy and purpose. - Alejandro Bravo , Revelatio360

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Motivation: The Driving Force Behind Our Actions

Verywell / Emily Roberts 

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The term motivation describes why a person does something. It is the driving force behind human actions. Motivation is the process that initiates, guides, and maintains goal-oriented behaviors.

For instance, motivation is what helps you lose extra weight, or pushes you to get that promotion at work. In short, motivation causes you to act in a way that gets you closer to your goals. Motivation includes the biological , emotional , social , and cognitive forces that activate human behavior.

Motivation also involves factors that direct and maintain goal-directed actions. Although, such motives are rarely directly observable. As a result, we must often infer the reasons why people do the things that they do based on observable behaviors.

Learn the types of motivation that exist and how we use them in our everyday lives. And if it feels like you've lost your motivation, do not worry. There are many ways to develop or improve your self-motivation levels.

Press Play for Advice on Motivation

Hosted by therapist Amy Morin, LCSW, this episode of The Verywell Mind Podcast shares an exercise you can use to help you perform your best. Click below to listen now.

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What Are the Types of Motivation?

The two main types of motivation are frequently described as being either extrinsic or intrinsic.

• Extrinsic motivation arises from outside of the individual and often involves external rewards such as trophies, money, social recognition, or praise.
• Intrinsic motivation is internal and arises from within the individual, such as doing a complicated crossword puzzle purely for the gratification of solving a problem.

A Third Type of Motivation?

Some research suggests that there is a third type of motivation: family motivation. An example of this type is going to work when you are not motivated to do so internally (no intrinsic motivation), but because it is a means to support your family financially.

Why Motivation Is Important

Motivation serves as a guiding force for all human behavior. So, understanding how motivation works and the factors that may impact it can be important for several reasons.

Understanding motivation can:

• Increase your efficiency as you work toward your goals
• Drive you to take action
• Encourage you to engage in health-oriented behaviors
• Help you avoid unhealthy or maladaptive behaviors, such as risk-taking and addiction
• Help you feel more in control of your life
• Improve your overall well-being and happiness

Click Play to Learn More About Motivation

This video has been medically reviewed by John C. Umhau, MD, MPH, CPE .

What Are the 3 Components of Motivation?

If you've ever had a goal (like wanting to lose 20 pounds or run a marathon), you probably already know that simply having the desire to accomplish these things is not enough. You must also be able to persist through obstacles and have the endurance to keep going in spite of difficulties faced.

These different elements or components are needed to get and stay motivated. Researchers have identified three major components of motivation: activation, persistence, and intensity.

• Activation is the decision to initiate a behavior. An example of activation would be enrolling in psychology courses in order to earn your degree.
• Persistence is the continued effort toward a goal even though obstacles may exist. An example of persistence would be showing up for your psychology class even though you are tired from staying up late the night before.
• Intensity is the concentration and vigor that goes into pursuing a goal. For example, one student might coast by without much effort (minimal intensity) while another student studies regularly, participates in classroom discussions, and takes advantage of research opportunities outside of class (greater intensity).

The degree of each of these components of motivation can impact whether you achieve your goal. Strong activation, for example, means that you are more likely to start pursuing a goal. Persistence and intensity will determine if you keep working toward that goal and how much effort you devote to reaching it.

Tips for Improving Your Motivation

All people experience fluctuations in their motivation and willpower . Sometimes you feel fired up and highly driven to reach your goals. Other times, you might feel listless or unsure of what you want or how to achieve it.

If you're feeling low on motivation, there are steps you can take to help increase your drive. Some things you can do to develop or improve your motivation include:

• Adjust your goals to focus on things that really matter to you. Focusing on things that are highly important to you will help push you through your challenges more than goals based on things that are low in importance.
• If you're tackling something that feels too big or too overwhelming, break it up into smaller, more manageable steps. Then, set your sights on achieving only the first step. Instead of trying to lose 50 pounds, for example, break this goal down into five-pound increments.
• Improve your confidence . Research suggests that there is a connection between confidence and motivation. So, gaining more confidence in yourself and your skills can impact your ability to achieve your goals.
• Remind yourself about what you've achieved in the past and where your strengths lie. This helps keep self-doubts from limiting your motivation.
• If there are things you feel insecure about, try working on making improvements in those areas so you feel more skilled and capable.

Causes of Low Motivation

There are a few things you should watch for that might hurt or inhibit your motivation levels. These include:

• All-or-nothing thinking : If you think that you must be absolutely perfect when trying to reach your goal or there is no point in trying, one small slip-up or relapse can zap your motivation to keep pushing forward.
• Believing in quick fixes : It's easy to feel unmotivated if you can't reach your goal immediately but reaching goals often takes time.
• Thinking that one size fits all : Just because an approach or method worked for someone else does not mean that it will work for you. If you don't feel motivated to pursue your goals, look for other things that will work better for you.

Motivation and Mental Health

Sometimes a persistent lack of motivation is tied to a mental health condition such as depression . Talk to your doctor if you are feeling symptoms of apathy and low mood that last longer than two weeks.

Theories of Motivation

Throughout history, psychologists have proposed different theories to explain what motivates human behavior. The following are some of the major theories of motivation.

The instinct theory of motivation suggests that behaviors are motivated by instincts, which are fixed and inborn patterns of behavior. Psychologists such as William James, Sigmund Freud , and William McDougal have proposed several basic human drives that motivate behavior. They include biological instincts that are important for an organism's survival—such as fear, cleanliness, and love.

Drives and Needs

Many behaviors such as eating, drinking, and sleeping are motivated by biology. We have a biological need for food, water, and sleep. Therefore, we are motivated to eat, drink, and sleep. The drive reduction theory of motivation suggests that people have these basic biological drives, and our behaviors are motivated by the need to fulfill these drives.

Abraham Maslow's hierarchy of needs is another motivation theory based on a desire to fulfill basic physiological needs. Once those needs are met, it expands to our other needs, such as those related to safety and security, social needs, self-esteem, and self-actualization.

Arousal Levels

The arousal theory of motivation suggests that people are motivated to engage in behaviors that help them maintain their optimal level of arousal. A person with low arousal needs might pursue relaxing activities such as reading a book, while those with high arousal needs might be motivated to engage in exciting, thrill-seeking behaviors such as motorcycle racing.

The Bottom Line

Psychologists have proposed many different theories of motivation . The reality is that there are numerous different forces that guide and direct our motivations.

Understanding motivation is important in many areas of life beyond psychology, from parenting to the workplace. You may want to set the best goals and establish the right reward systems to motivate others as well as to  increase your own motivation .

Knowledge of motivating factors (and how to manipulate them) is used in marketing and other aspects of industrial psychology. It's an area where there are many myths, and everyone can benefit from knowing what works with motivation and what doesn't.

Nevid JS.  Psychology: Concepts and Applications .

Tranquillo J, Stecker M.  Using intrinsic and extrinsic motivation in continuing professional education .  Surg Neurol Int.  2016;7(Suppl 7):S197-9. doi:10.4103/2152-7806.179231

Menges JI, Tussing DV, Wihler A, Grant AM. When job performance is all relative: How family motivation energizes effort and compensates for intrinsic motivation . Acad Managem J . 2016;60(2):695-719. doi:10.5465/amj.2014.0898

Hockenbury DH, Hockenbury SE. Discovering Psychology .

Zhou Y, Siu AF. Motivational intensity modulates the effects of positive emotions on set shifting after controlling physiological arousal . Scand J Psychol . 2015;56(6):613-21. doi:10.1111/sjop.12247

Mystkowska-Wiertelak A, Pawlak M. Designing a tool for measuring the interrelationships between L2 WTC, confidence, beliefs, motivation, and context . Classroom-Oriented Research . 2016. doi:10.1007/978-3-319-30373-4_2

Myers DG.  Exploring Social Psychology .

Siegling AB, Petrides KV. Drive: Theory and construct validation .  PLoS One . 2016;11(7):e0157295. doi:10.1371/journal.pone.0157295

By Kendra Cherry, MSEd Kendra Cherry, MS, is a psychosocial rehabilitation specialist, psychology educator, and author of the "Everything Psychology Book."

Writing Strategies, Time Management and Motivation

A Doctorate plus BIGS workshop offered by the Bonn Graduate Center 

Having trouble staying motivated? Do you delay starting assignments? Feel like there's never enough time in your day? In this workshop, you will learn how to develop and install writing-, time- and self-management methods during your doctorate in daily routine.

In-person Workshop

Friday, January 31, 2025 9:00 a.m. - 5:00 p.m.

Please register your interest in this workshop by September 4, 2024, stating your BIGS affiliation.

Dr. Alexandra Leipold

Alte Sternwarte Poppelsdorfer Allee 47*

*The premises have limited accessibility. Please contact us if you need assistance.

Target group.

Doctoral students from the Bonn International Graduate Schools (BIGS)

Certificate

8 units are applicable within the Doctorate plus certificate

Description

Participants will learn how to develop and install writing-, time- and self-management methods during their doctorate in daily routine. We will focus on daily writing routines and raise awareness of correlation of sucessful writing strategies, time management and motivation.

The workshop offers detailed insights to individual writing behaviour during your doctorate. We analyze writing strategies and learn methods how to schedule writing time better in order to finish your tasks.

• Knowing writing behaviour, writingy types and writing strategies
• Learning about organizational tools, review effective time management strategies and resources, establish what your priorities are during your doctorate
• Reflecting on intrinsic and extrinsic motivation focused on a long-term project such as your doctorate
• Theoretical introduction to the influence of time management and writing behaviour on your motivation

If you need childcare during the event, please contact the Family Office of the University of Bonn at least two weeks in advance. 

Bonn Graduate Center

+49 228 73-60141

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Self-Motivation Explained + 100 Ways To Motivate Yourself

To demonstrate this point, let’s consider two scenarios you’ve likely experienced:

• You have something you have to do . You’re not excited or passionate about it, but you know you need to get it done. This feeling of obligation motivates you to work hard to complete the task;
• You have something you get to do . You’re interested in your task—you might have even assigned this task for yourself rather than receiving it from someone else—and you are happy to put in the time and effort to complete it.

In which scenario are you more effective? In which scenario are you more efficient? And, in which scenario do you feel the most fulfilled?

I’m willing to bet that your answer to each of those questions is Scenario 2.

It likely won’t come as a surprise that doing something for its own sake and for your own purposes is likely to be more fulfilling, enjoyable, and successful than doing something to meet external standards or to please others.

The feeling described in Scenario 2 is that of being self-motivated . Read on to learn more about self-motivation and why it’s the most effective kind of motivation.

Before you continue, we thought you might like to download our three Goal Achievement Exercises for free . These detailed, science-based exercises will help you or your clients create actionable goals and master techniques to create lasting behavior change.

This Article Contains:

• What Is the Meaning of Self-Motivation?

3 Examples of Self-Motivation

The psychology of self-motivation: how are self-efficacy and motivation related, the importance of self-motivation, is self-motivation a skill and can it be developed through training, how to foster self-motivation in the workplace, research on self-motivation.

• 17 Activities, Exercises, and Worksheets for Self-Motivation (PDF)

5 Meditations to Promote Self-Motivation

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Above, we explored a basic example of self-motivation, but here’s a succinct definition of the concept:

“Self-motivation is, in its simplest form, the force that drives you to do things”

(Skills You Need, n.d.).

It’s the drive you have to work toward your goals, to put effort into self-development, and to achieve personal fulfillment.

It’s important to note here that self-motivation is generally driven by intrinsic motivation, a kind of motivation that comes from sincerely wanting to achieve and desiring the inherent rewards associated with it.

Self-motivation can also be driven by extrinsic motivation, the drive to achieve that comes from wanting the external rewards (like money, power, status, or recognition), although it’s clear that intrinsic motivation is usually a more effective and fulfilling drive.

Self-Motivation and Emotional Intelligence

According to emotional intelligence expert Daniel Goleman, self-motivation is a key component of emotional intelligence . Emotional intelligence is the measure of one’s ability to recognize and manage his or her own emotions and the emotions of other people.

Self-motivation’s relevance to emotional intelligence highlights its role within our ability to understand ourselves, relate to others, and succeed in reaching our goals .

Goleman states that there are four components of motivation:

• Achievement drive, or the personal drive to achieve, improve, and meet certain standards;
• Commitment to your own personal goals;
• Initiative, or the “readiness to act on opportunities”;
• Optimism, or the tendency to look ahead and persevere with the belief that you can reach your goals (Skills You Need, n.d.).

• A man who goes to work every only as a means to pay the bills, keep his family off his back, and please his boss is not self-motivated, while a man who needs no external forces to make the trek into work every day and finds fulfillment in what he does is self-motivated;
• The student who only completes her homework because her parents remind her or nag her, or because they ground her when she fails to complete it is not self-motivated, but the student who completes her homework with no prodding because she wants to learn and succeed in school is self-motivated;
• The woman who only goes to the gym when her friends drag her there or because her doctor is adamant that she needs to exercise to get healthy is not self-motivated, but the woman who likes the way exercise makes her feel and schedules time at the gym whether or not anyone encourages her is self-motivated.

As you can see, self-motivation is all about where your drive comes from; if your motivation comes from within and pushes you to achieve for your own personal reasons, it can be considered self-motivation.

If you are only motivated to achieve standards set by someone else and not for your own internal satisfaction, you are probably not self-motivated.

It’s possible to be self-motivated in some areas and not in others. For example, if the man from the first example is not internally motivated to go to work but is sure to make time for his marathon training, he is not self-motivated when it comes to work but might be self-motivated to run.

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Psychologist Scott Geller is at the forefront of research on self-motivation, and he explains that there are three questions you can use to determine whether you (or someone in your life) is self-motivated:

• Can you do it?
• Will it work?
• Is it worth it?

If you answered “yes” to each question, you are likely self-motivated.

If you believe you can do it, you have self-efficacy . If you believe it will work, you have response efficacy—belief that the action you are taking will lead to the outcome you want. And if you believe it is worth it, you have weighed the cost against the consequences and decided the consequences outweigh the cost (Geller, 2016).

Speaking of consequences, Geller considers “consequences” to be one of four vital “C” words that underpin self-motivation:

• Consequences: To be self-motivated, you sincerely have to want the consequences associated with the actions you take rather than simply doing something to avoid negative consequences;
• Competence: If you answer all three of the questions above with a “yes,” you will feel competent in your ability to get things done;
• Choice: Having a sense of autonomy over your actions encourages self-motivation;
• Community: Having social support and connections with others is critical for feeling motivated and believing in yourself and your power to achieve (Geller, 2016).

Much of Geller’s work on self-motivation is grounded in the research of psychologist and self-efficacy researcher Albert Bandura . In 1981, Bandura set the stage for Geller’s current conceptualization of self-motivation with this description:

“Self-motivation . . . requires personal standards against which to evaluate ongoing performance. By making self-satisfaction conditional on a certain level of performance, individuals create self-inducements to persist in their efforts until their performances match internal standards. Both the anticipated satisfactions for matching attainments and the dissatisfactions with insufficient ones provide incentives for self-directed actions”

(Bandura & Schunk, 1981).

From this quote, you can see where Geller’s three questions come from. Believing that you can do it, that it will work, and that it is worth it will drive you to match the internal standards you set for yourself.

We explore this further in The Science of Self-Acceptance Masterclass© .

The DARN-C acronym is a commonly used tool in motivational interviewing. Motivational interviewing is a directive, client-centered treatment that enhances intrinsic motivation to make positive life changes (Miller & Rollnick, 2013).

The DARN-C acronym stands for desire , ability , reason , need , and commitment , which builds the basis of change talk.

1. Desire indicates precisely what the client wants and wishes for. This desire is the motivating factor for change. 2. The ability component of motivation is necessary because clients must believe that they can change, so a realistic perspective on how achievable this change can be is needed. 3. The reason for the change can be motivated by current pitfalls, benefits of a changed future, or aspects of both. 4. The need indicates the urgency of the change without specifying the underlying reason. The needs that arise during motivational interviewing questions reflect the importance of the shift to the individual. 5. Lastly, commitment is about specific actions that the client will take to change, an understanding of how to convert intentions into concrete action plans.

As you have likely already guessed, self-motivation is an important concept. While pleasing others and meeting external standards can certainly motivate us to get things done, such efforts aren’t exactly labors of love.

In other words, doing things because we feel we have to do them or to gain some external reward is enough in many cases, but it doesn’t invoke the passion needed to drive innovation and excellence.

It’s fine to use external sources to motivate you in some areas, but external motivation is less likely to leave you feeling personally fulfilled and finding deeper meaning in your life .

Not only do we generally do better work when we are self-motivated, but we are also better able to cope with stress and are simply happier when we are doing what we want to be doing.

The answer is a definite “yes.”

Self-motivation is driven by a set of skills that are within your control. Read on to learn how to use this to your advantage.

12 Tips and Skills to Motivate Yourself Today

The Skills You Need website lists six vital skills that form the foundation of self-motivation, and they are all skills that you can develop through sustained effort:

• Setting high but realistic goals (e.g., SMART goals);
• Taking the right level of risk;
• Constantly seeking feedback to figure out how to improve;
• Being committed to personal and/or organizational goals and going the extra mile to achieve them;
• Actively seeking out opportunities and seizing them when they occur;
• Being able to deal with setbacks and continue to pursue your goals despite obstacles (i.e., resilience).

Further, there are six things you can do to maintain your self-motivation:

• Continue learning and acquiring knowledge (i.e., develop a love of learning);
• Spend time with motivated, enthusiastic, and supportive people;
• Cultivate a positive mindset and build your optimism and resilience;
• Identify your strengths and weaknesses, and work on them;
• Avoid procrastination and work on your time management skills;
• Get help when you need it, and be willing to help others succeed (Skills You Need, n.d.).

14 Strategies for Students to Increase Their Self-Motivation to Study

Students are particularly well-suited to reap the benefits of self-motivation, but it can be hard to be self-motivated in the current educational environment.

Luckily, there are some things you can do as teachers, parents, and adult mentors to help students become self-motivated. In addition, there are plenty of strategies that students can apply themselves.

Here are some ideas for how to encourage self-motivation in students:

• Provide students with as much autonomy and freedom of choice as possible (e.g., give students a choice in their seating arrangements or a range of options for their final project, and implement problem-based learning);
• Provide useful feedback, praise hard work, and deliver critical feedback using words like “and” and “what if” instead of “but” to encourage student competence;
• Cultivate a high-quality relationship with your students by taking a genuine interest in them, acting friendly, staying flexible, keeping your focus on the end goal of learning, and not giving up on them;
• Encourage your students to think about, write about, and discuss how what they are learning is relevant to their own lives (Ferlazzo, 2015).

And, here are some ways that students can bolster their own self-motivation:

• Attach meaning to your studies and take personal ownership over your knowledge and learning;
• Create a plan: Map out your semester, your month, your week, and even your day;
• Build a routine and apply time management skills to become more organized and productive;
• Identify several comfortable study environments (they should be quiet and have few distractions);
• Get enough sleep, eat nutritious food, and exercise regularly to stay healthy;
• Tame “time monsters” like the internet, video games, or unproductive time spent with friends;
• Avoid multitasking by choosing one subject or task to work on at a time and focusing all of your attention on it;
• Take planned—and well-earned—breaks to stay refreshed and motivated;
• Connect with a support system of friends and family who will encourage you to do your best;
• Talk positively to yourself (Buckle, 2013).

You may find it much easier to encourage self-motivation in the workplace than in school.

After all, everyone in the workplace is there because they chose to be there, not because they’re required to be there by the law or by their parents. Employees might have vastly disparate reasons for being at work, but it’s unlikely they were compelled to work for their specific organization against their will.

As a manager, there are many ways to foster self-motivation in the workplace, including:

• Giving your employees one-on-one attention, feedback, and recognition;
• Ensure your employees have opportunities for meaningful advancement as well as training and education opportunities;
• Set the example in terms of tone, work ethic, and values . Be a role model for positivity, optimism, and hard work;
• Cultivate an uplifting and motivating culture that encourages employees to want to do their best;
• Foster socialization through teamwork and team-based activities, projects, and events;
• Stay as transparent as possible and open yourself up to questions, concerns, and ideas from your employees. Implement an open-door policy to ensure your employees feel heard (DeMers, 2015).

Writers Nick Nanton and J. W. Dicks at Fast Company offer some further strategies to ensure that both you and your employees stay motivated:

• Sell your mission statement to your team as you would to an investor. Ensure the people working to meet that mission understand it and buy into it;
• Foster a culture in which each employee has a specific job and a specific role with the organization, and give them room to grow and opportunities to implement ambitious new ideas;
• Focus on inspiring your staff instead of just motivating them. Inspired employees will inherently be motivated;
• Show your team recognition and appreciation for the hard work they do;
• Share your passion with your team and lead from the front by developing a positive mindset and displaying a positive attitude (2015).

Techniques to Motivate Yourself at Work

You can also take control of your own self-motivation at work. Some good techniques for becoming more self-motivated at work include:

• Finding work that interests you (This is a vital tip—it’s much easier to be self-motivated when you are passionate about what you do and fully engaged in it.);
• Request feedback from your boss or colleagues to learn about where you can improve and to enhance role clarity;
• Learn a new skill that is relevant to your role (or your desired role);
• Ask for a raise. Financial incentives are generally considered extrinsic motivation, but if you’re happy with your position, being paid what you think you are worth can be very self-motivating;
• Remind yourself of your “why,” the reason you do the work you do. When you are doing meaningful work, you are more likely to find fulfillment and stay self-motivated;
• Volunteer your services to others (This is especially helpful if you have trouble defining your “why.”);
• Take a vacation to allow yourself to rest, recharge, and come back refreshed and ready to work (Stahl, 2016).

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The research on self-motivation clarifies its vital role in helping us achieve our goals. Check out the findings on two important and related topics below.

Self-Discipline and Self-Motivation

While self-discipline and self-motivation are two distinct concepts, self-discipline is vital to maintaining self-motivation. It’s not enough simply to be self-motivated—to achieve your goals, you need to couple self-motivation with self-discipline.

A study of online learners showed that even though they might all be considered self-motivated (since they are all taking a voluntary course with the goal of learning), those with self-discipline were the most likely to succeed.

Those who were highly self-disciplined displayed higher competence at the end of the course, fulfilled more external tasks, and were more effective in achieving their goals (Gorbunovs, Kapenieks, & Cakula, 2016).

Self-Motivation and Weight Loss

Very often, self-motivation is a key component of weight loss. Research on the connection between the two is quite clear.

In multiple studies, researchers found that participants who reported greater autonomy support and self-determined motivation were more effective in losing weight, more likely to keep the weight off for longer periods of time, and more positive about their weight loss journey (Teixeira, Silva, Mata, Palmeira, & Markland, 2012).

When we have our own closely held reasons for wanting to lose weight—and these reasons are based on personal fulfillment rather than meeting external standards—we are much more likely to find success.

16 Activities, Exercises, and Worksheets for Self-Motivation (PDFs)

Check out the activities, exercises, and worksheets below to find ways to enhance your self-motivation. Or, share these resources with your clients to help them get self-motivated.

Quick and Easy Motivation Techniques

Some techniques and exercises are more difficult than others. If you’re looking for a quick and easy exercise or activity to boost your self-motivation, try these:

• Listen to motivational music, like: a. Bill Conti’s Gonna Fly Now ; b. Paul Engemann’s Push it to the Limit ; c. Queen’s We Will Rock You ; d. Kenny Loggins’ Danger Zone ; e. ACDC’s Thunderstruck .
• Watch a motivational movie, like: a. Forrest Gump ; b. The Pursuit of Happyness ; c. Life is Beautiful ; d. Rain Man ; e . The Family Man .
• Read books that boost motivation from authors like: a. Napoleon Hill; b. Brian Tracy; c. Tony Robbins; d. Jim Rohn (Mueller, 2012).

Stronger Motivational Techniques

If you need techniques with a bit more power, you can try these:

• Set wisely chosen and deeply personal goals that you are excited about working toward;
• Schedule rewards for yourself when you accomplish your goals (or when you make steps toward your goals, for the larger ones);
• Visualize yourself achieving and fulfilling these goals;
• Create a vision board with your goals, aims, and dreams in mind, and post it somewhere you will see it often;
• Pay attention to your “hierarchy of needs” (à la Abraham Maslow) and ensure you are meeting your lower-level needs (including physiological needs like food and sleep, safety needs, social needs, and esteem needs);
• Consider using Neuro-Linguistic Programming (NLP), the study linking neurology, language, and programming to understand human experience and motivation;
• Envision what could happen when you reach your goals, as well as what could happen when you fail to reach your goals;
• Incorporate things you are interested in and engage your curiosity when setting and working toward your goals;
• Make a commitment to someone or something to ensure your future self will find it difficult to change plans or put things off (Mueller, 2012).

Self-Motivation Workbook (PDF)

This workbook is an excellent resource for anyone who wants to develop self-motivation.

It contains 23 pages of self-motivation information, activities, and exercises to help you find the drive within yourself that’s needed to achieve your goals.

You’ll find sections like:

• What Makes People Self-Motivated?;
• Lack of Energy or Self-Motivation?;
• Making Decisions;
• Don’t Make Excuses;
• Be Clear About Your Decisions;
• The Three Decisions That Will Shape Your Life;
• The NAC Concept of Pain and Pleasure;
• Transforming Yourself.

Please note that you will need to register with www.plr.me to download this workbook. You can find more free motivation tools and worksheets here .

Exercise: Build Self-Efficacy

Building self-efficacy is one of the best ways to develop your self-motivation. It might sound difficult or complex, but there are three simple activities you can do that help get you there:

• Ensure early success by choosing activities or steps that you know you can do;
• Watch others succeed in the activity you want to try—this is particularly effective if the person you are observing is similar to you and/or close to you;
• Find a supportive voice, like a coach, counselor, friendly manager, or mentor to encourage you and give you feedback (Mantell, 2012).

Set SMART Goals

As noted earlier, setting SMART goals is a great way to enhance your self-motivation.

When you set these goals, make sure they are:

• Measurable;
• Attainable;

Creating goals for yourself is one of the best things you can do to build a foundation for self-motivation. And if your goals are SMART, you are much more likely to find it easy to motivate yourself.

Getting Motivated to Change

This PDF from Texas Christian University’s Institute of Behavior Research offers many useful handouts and worksheets on motivation, along with some instructions for how to use them and suggestions for implementing change-focused counseling and coaching (Bartholomew, Dansereau, & Simpson, 2006).

It breaks things down into four parts:

• Motivation 101;
• The Art of Self-Motivation;
• Staying Motivated;
• Making It Second Nature.

All four parts contain great resources, but the Art of Self-Motivation section includes some really useful handouts and worksheets, including:

• Motivation and Change handout (page 28);
• Taking a Hard Look – Pros and Cons (page 29);
• Target Log (page 30).

Some of the resources in this PDF are targeted to people who are recovering from addiction, but it’s easy enough to alter and adapt them for more general use.

Click here to access this 63-page resource.

Meditation can be a great way to help maintain your self-motivation.

Try these meditations to help you stay self-motivated:

• Mountain Refuge’s Meditation for Self-Motivation ( 20-minute guided meditation from Meditainment);
• Meditation to Help Stop Procrastination (guided meditation from Jason Stephenson that’s about one half-hour);

• Guided Meditation—Motivation (11-minute guided meditation from Minds with Integrity);

• 10 Minute Meditation for Motivation and Building a Positive Mindset (10-minute guided meditation from The Mindful Movement);

• Guided Meditation—Increase Motivation and Confidence (nine-minute guided meditation from Michael Mackenzie at Project Meditation).

There are several fun quizzes and questionnaires you can use to explore your level of self-motivation. They aren’t all rigorous and validated instruments, but that doesn’t mean they can’t be helpful.

Self-Motivation Quiz From Richard Step

You can find this quick five-minute quiz from Richard Step at this link . It includes 45 questions rated on a three-point scale (with Rarely, Maybe, and A Lot as the three options).

You can take it with a focus on your life in general, or you can narrow your focus to one of several areas, including:

• Academics and schoolwork;
• Business ownership;
• Career growth and change;
• Creativity;
• Entrepreneurship and self-employment;
• Faith and spirituality;
• Family life;
• Fitness and health;
• Friendships;
• Future vision;
• Goal setting and completion;
• Helping other people;
• Hobbies and casual interests;
• “I was asked to take the test”;
• Just for fun or curiosity;
• Leadership and management;
• Life purpose and passions;
• Marriage and relationships
• Money and wealth;
• Psychological research;
• Retirement and legacy living
• Self-discovery and development;
• Shopping and spending;
• Teaching and training others;
• Teamwork and team-building;
• Trauma recovery.

Your results from this quiz will help you determine what makes you tick and what your main motivators are.

Motivation Style Quiz

If you want to learn what type of incentives you are most responsive to, this quiz from Martha Beck at Oprah.com can help. It includes only 10 questions with five response options each, so it’s a quick and easy way to discover your motivation style.

Your results will be presented via a score on the five different motivator types:

• Connection;
• Accomplishment;
• Enlightenment;

Scores can range from 1 to 10, with higher scores indicating that something is a greater motivator for you. Anything with a score of 6 or higher can be considered one of your major motivators, while anything below 3 is only minimally important. Your main motivational style is the component with the highest score.

Along with your scores, you will see descriptions of each motivation style to get an idea of what your “type” is like.

The Self-Motivation Inventory

For a slightly more research-backed scale of self-motivation, you might want to consider the Self-Motivation Inventory. This inventory will help you determine your level of self-motivation and whether you’re driven more by internal or external motivators.

It includes 30 items rated on a scale from 1 (less true) to 5 (more true), dependent on how well you feel each item describes you.

A few sample items include:

• I frequently think about how good I will feel when I accomplish what I have set out to do;
• If asked about what motivates me to succeed, I would say that the number one factor is a sense of personal fulfillment, that I gave my all and did my best;
• When I think about the reward for doing something, the first thing I think about is the sense of accomplishment or achievement;
• On several occasions, I have given myself a consequence for making a poor or less optimal decision. For instance, if I chose to eat an extra helping of dessert, I tell myself to work out an extra 10 minutes at the gym;
• Even if something makes me feel slightly nervous or uncomfortable, I typically do not have much trouble getting myself to do it.

When you have answered all 30 questions, total your responses for your overall score. Your score will place you within one of the following categories:

• Total Score 113-150: highly self-motivated;
• Total Score 75-112: somewhat self-motivated;
• Total Score 38-74: slightly self-motivated (perhaps in one or two areas, but not overall);
• Total Score 0-37: not at all self-motivated (more externally motivated).

This inventory was developed by Milana Leshinsky and Larina Kase, and you can find it at this link .

If you’ve committed to becoming more self-motivated and working toward your goals, these seven smartphone apps can help you get started and maintain your drive:

• DayOneApp : This journaling app allows you to add pictures, local weather data, and geo-location to each journal entry (iOS and Android);
• MyFitnessPal : This food- and exercise-focused app helps determine the calories and overall nutrition of the food you eat and records your exercise activity (iOS and Android);
• Headout : This app shares exciting, last-minute deals on fun experiences, including nearby activities, events, and tours. Make sure you make time to rest and relax in addition to all the work (iOS and Android);
• Coach.me : This app acts as a sort of digital coach by posing powerful questions that will help you narrow down your desires, set goals, and stay open-minded and on track (iOS and Android) (Boss, 2016).

If you’re a fan of podcasts, you might be happy to know that there are plenty of motivation-related podcasts available.

Here’s just a sample of the podcasts out there focused on this topic:

• The Daily Boost: Best Daily Motivation ( website );
• The Accidental Creative ( website );
• Inspire Nation—Daily Inspiration, Motivation, Meditation ( website );
• The School of Greatness with Lewis Howes ( website );
• Cortex ( website );
• The Tony Robbins Podcast ( website );
• Happier with Gretchen Rubin ( website );
• Beyond the To Do List—Personal Productivity Perspectives ( website );
• The Charlene Show ( website );
• The Ziglar Show—Inspiring Your True Performance ( website );
• Courageous Self-Confidence ( website ).

Check out other great podcasts that are focused on improving your motivation at https://player.fm/ .

Sometimes you just need a quick boost to get self-motivated, and quotes are a great way to get the spike in motivation that you need. Among this list are 17 quotes collected by Lydia Sweatt (2016). Give these quotes and messages a read next time you’re lacking in motivation.

“The only time you fail is when you fall down and stay down.”

“Most people can motivate themselves to do things simply by knowing that those things need to be done. But not me. For me, motivation is this horrible, scary game where I try to make myself do something while I actively avoid doing it. If I win, I have to do something I don’t want to do. And if I lose, I’m one step closer to ruining my entire life. And I never know whether I’m going to win or lose until the last second.”

Allie Brosh

“Always choose the future over the past. What do we do now?”

Brian Tracy

“You are your master. Only you have the master keys to open the inner locks.”

“Believe in yourself! Have faith in your abilities! Without a humble but reasonable confidence in your own powers you cannot be successful or happy.”

Norman Vincent Peale

“If you can dream it, you can do it.”

Walt Disney

“Where there is a will, there is a way. If there is a chance in a million that you can do something, anything to keep what you want from ending, do it. Pry the door open or, if need be, wedge your foot in that door and keep it open.”

Pauline Kael

“Do not wait; the time will never be ‘just right.’ Start where you stand, and work with whatever tools you may have at your command, and better tools will be found as you go along.”

George Herbert

“Press forward. Do not stop, do not linger in your journey, but strive for the mark set before you.”

George Whitefield

“The future belongs to those who believe in the beauty of their dreams.”

Eleanor Roosevelt

“Aim for the moon. If you miss, you may hit a star.”

W. Clement Stone

“Don’t watch the clock; do what it does. Keep going.”

Sam Levenson

“There will be obstacles. There will be doubters. There will be mistakes. But with hard work, there are no limits.”

Michael Phelps

“Keep your eyes on the stars, and your feet on the ground.”

Theodore Roosevelt

“We aim above the mark to hit the mark.”

Ralph Waldo Emerson

“One way to keep momentum going is to have constantly greater goals.”

Michael Korda

“Change your life today. Don’t gamble on the future, act now, without delay.”

Simone de Beauvoir

“You just can’t beat the person who never gives up.”

“Start where you are. Use what you have. Do what you can.”

Arthur Ashe

“Why should you continue going after your dreams? Because seeing the look on the faces of the people who said you couldn’t . . . will be priceless.”

“Never give up, for that is just the place and time that the tide will turn.”

Harriet Beecher Stow

Similarly, sometimes a motivational poster, meme, or image can work wonders for your self-motivation. Below are six of my favorite motivation-related images. (Images that are not Creative Commons can be accessed via the links.)

The Classic Road Sign

I don’t know about you, but there’s something that calls to me in this image: the blue sky and clouds, the angle encouraging us to look up, and “Motivation” in big letters. For some reason, it just works!

Looking at this image makes me think about life as a journey and motivation as an important piece of that journey. If we want to reach our next destination, we need to put forth some effort to make it happen. And when we do, seeing that big road sign welcoming us can often be reward enough.

The Yes I Can image also points out that the best motivation is self-motivation; as we’ve learned in this piece, that is truly the case. When we are motivated for our own internal reasons and committed to reach our goals for personal fulfillment rather than meeting the standards of others, we are more likely to succeed.

Sometimes, all we need is a quick reminder that “Yes I can!” Keep this image handy, especially when you’re working towards a particularly challenging goal, and it might give you the boost of motivation you need to stay on track.

I Cannot Change Yesterday, But I Can Change Today

The message of this image  is such an important point to remember, especially for those of us who struggle with leaving the past where it belongs: in the past.

It can be all too easy to dwell on past experiences, mistakes you’ve made, and roads that you should have taken. However, that does nothing to improve your current state. It’s good to reflect on what has brought you to where you are today, but letting worry, shame, embarrassment, and self-doubt based on your past creep into your present is a sure recipe for failure.

Remember that yesterday is done and gone—you can’t change it, so there’s no point dwelling on it. Take your lessons learned and apply them to something you can change: today.

What Matters Most Is How You See Yourself

This is another classic image in self-motivation and self-esteem, probably because it has a kitten in it. Kittens make for popular images.

Besides being cute, it also gets an important point across: The most important thing is the view you have of yourself. What other people think simply doesn’t matter most of the time. It’s what you think and feel about yourself that drives your behavior.

If you want to stay motivated and achieve your long-term goals, make sure to work on your sense of self-esteem and self-efficacy. See the best in yourself when you look in the mirror, and you’ll ensure that the best in yourself is what you manifest through your actions.

(Im)possible

This exhilarating (and potentially anxiety-inducing) image reminds us that what seems impossible is sometimes very possible. Of course, some things are truly impossible, based on things like gravity and the laws of nature, but this image isn’t about those things. It’s about things that seem impossible until you actually try them.

Challenge yourself to try something that seems impossible, giving it at least one solid attempt. You may be surprised at the outcome.

Don’t Worry, You Got This

This meme is both adorable and motivational. Featuring a tiny hedgehog in a victorious pose, this is a great image to go to when you’re in need of self-motivation combined with light-heartedness and humor. It can sometimes give a boost that simply can’t be found in more solemn inspirational quotes.

Looking at the cute little hedgehog and telling yourself, “ You got this! ” might be enough to get yourself in the frame of mind to take on a new challenge with enthusiasm and a smile.

If you’re a cinephile, you might find movies a good source of motivation.

If so, this list of 15 motivational movies (along with the movies listed above) might be enough to give you a boost:

• To Kill a Mockingbird (1962);
• The Shawshank Redemption (1994);
• Queen of Katwe (2016);
• Apollo 13 (1995);
• The Queen (2006);
• Lion (2016);
• Southpaw (2015);
• The African Queen (1951);
• Dangal (2016);
• Field of Dreams (1989);
• My Life as a Zucchini (2016);
• The Finest Hours (2016);
• Begin Again (2013);
• Sing Street (2016).

To see descriptions of the motivational power of these movies, read Samuel R. Murrian’s (2017) article  here .

Don’t have time for a full-length feature film? That’s okay! There are also tons of great TED Talks and YouTube videos on self-motivation. Check out any of the videos listed below to learn more about self-motivation:

The Psychology of Self-Motivation – Scott Geller

Psychology Professor Scott Gellar (mentioned earlier in this article) explains how to become more self-motivated in this inspiring TEDx Talk.

How Can We Become More Self-Motivated – Kyra G.

Thirteen-year-old Kyra shares in this TEDxYOUTH talk how to be motivated by setting goals and looking up to positive role models.

Self Motivation – Brendan Clark

Another young TEDxYOUTH speaker, Brendan Clark shares his own philosophies on motivation and success in this video.

Of course, there’s always the old-fashioned option to learn more about self-motivation: reading.

Check out these excellent books on self-motivation if you want an in-depth look at the topic:

• Why We Do What We Do: Understanding Self-Motivation by Edward L. Deci and Richard Flaste ( Amazon );
• The Self-Motivation Handbook by Jim Cathcart ( Amazon );
• Self-Theories: Their Role in Motivation, Personality, and Development by Carol Dweck ( Amazon );
• The Motivation Manifesto by Brendon Burchard ( Amazon );
• The Motivation Myth: How High Achievers Really Set Themselves Up to Win by Jeff Haden ( Amazon );
• No Excuses! The Power of Self-Discipline by Brian Tracy ( Amazon );
• The Self-Driven Child: The Science and Sense of Giving Your Kids More Control Over Their Lives by William Stixrud and Ned Johnson ( Amazon ).

17 Tools To Increase Motivation and Goal Achievement

These 17 Motivation & Goal Achievement Exercises [PDF] contain all you need to help others set meaningful goals, increase self-drive, and experience greater accomplishment and life satisfaction.

Created by Experts. 100% Science-based.

In this piece, we covered what self-motivation is, how it fits into similar concepts in psychology, how you can boost it in yourself, and how you can encourage it in others.

It’s possible to increase self-motivation, and in turn, to increase your productivity and success. Hopefully, this article gave you some techniques and tools for achieving this.

What’s your take on self-motivation? What works best for you? Do you find yourself motivated more by external rewards or by internal drives? Did you find that your motivation differs in different areas of life? Let us know your thoughts in the comments.

We hope you enjoyed reading this article. Don’t forget to download our three Goal Achievement Exercises for free .

• Bandura, A., & Schunk, D. H. (1981). Cultivating competence, self-efficacy, and intrinsic interest through proximal self-motivation. Journal of Personality and Social Psychology, 41 , 586-598.
• Bartholomew, N. G., Dansereau, D. F., & Simpson, D. D. (2006). Getting motivated to change. TCU Institute of Behavioral Research. Retrieved from http://ibr.tcu.edu/wp-content/uploads/2013/09/TMA06Sept-mot.pdf
• Boss, J. (2016). 7 apps to help integrate tech with self-improvement goals. Entrepreneur. Retrieved from https://www.entrepreneur.com/article/254636
• Buckle, K. (2013). 10 tips for self-motivation for students. Gratia Plena. Retrieved from https://gratiaplenacounseling.org/10-tips-for-self-motivation-for-students/
• DeMers, J. (2015). 6 motivation secrets to inspire your employees. Inc. Retrieved from https://www.inc.com/jayson-demers/6-motivation-secrets-to-inspire-your-employees.html
• Ferlazzo, L. (2015). Strategies for helping students motivate themselves. Edutopia. Retrieved from https://www.edutopia.org/blog/strategies-helping-students-motivate-themselves-larry-ferlazzo
• Geller, E. S. (2016). The psychology of self-motivation. In E. S. Geller (Ed.) Applied Psychology (pp. 83-118). New York, NY, US: Cambridge University Press.
• Gorbunovs, A., Kapenieks, A., & Cakula, S. (2016). Self-discipline as a key indicator to improve learning outcomes in e-learning environment. Procedia – Social and Behavioral Sciences, 231 , 245-262. Mantell, M. (2012). Four strategies that build lasting motivation (and how to use them to achieve your goals). LifeHacker. Retrieved from https://lifehacker.com/5958782/four-strategies-that-build-lasting-motivation-and-how-to-use-them-to-achieve-your-goals
• Mueller, S. (2012). Self-motivation techniques: Proven motivation tactics to boost your motivation. Planet of Success. Retrieved from http://www.planetofsuccess.com/motivationtechniques/
• Murrian, S. R. (2017). 15 inspiring, uplifting movies you can watch right now on Netflix for a hopeful new year. Parade. Retrieved from https://parade.com/632586/samuelmurrian/15-inspiring-uplifting-movies-you-can-watch-right-now-on-netflix-for-a-hopeful-new-year/
• Nanton, N., & Dicks, J. W. (2015). 5 steps to keeping your employees—and yourself—motivated daily. Fast Company. Retrieved from https://www.fastcompany.com/3041620/5-steps-to-keeping-your-employees-and-yourself-motivated-daily
• Skills You Need. (n.d.). Self-motivation. Skills You Need: Personal Skills. Retrieved from https://www.skillsyouneed.com/ps/self-motivation.html
• Stahl, A. (2016). Seven ways to get motivated at work. Forbes: Leadership. Retrieved from https://www.forbes.com/sites/ashleystahl/2016/11/22/seven-ways-to-get-motivated-at-work/#414d52633cd5
• Sweatt, L. (2016). 17 motivational quotes to help you achieve your dreams. Success. Retrieved from https://www.success.com/article/17-motivational-quotes-to-help-you-achieve-your-dreams
• Texeira, P. J., Silva, M. N., Mata, J., Palmeira, A. L., & Markland, D. (2012). International Journal of Behavioral Nutrition and Physical Activity, 9, 22.

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Thank you for the abundance of information.

This article very helpful for me. For me, intrinsic motivation work for me. Thank you so much to the writer.

Wow.. wonderful article. Covered all corners .. its so inspirational and insightful.

thanks alot of information

Excellent resource and information for all areas of life. I look forward to reading some of the books your listed.

SIMPLY PHENOMENAL ARTICLE.

Thank you so much for this wonderful post. Really great

This is the one of best example “A man who goes to work every only as a means to pay the bills, keep his family off his back, and please his boss is not self-motivated, while a man who needs no external forces to make the trek into work every day and finds fulfillment in what he does is self-motivated;” Thanks for sharing this helpful post in fast-changing life!

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How to Boost Motivation When You Have ADHD

Effective strategies for tackling ambiguous tasks..

Posted August 3, 2024 | Reviewed by Abigail Fagan

• What Is Motivation?
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• Unstructured projects can paralyze people of all ages with ADHD.
• The greatest barrier to initiation is your perception of the task.
• Improve motivation by creating a plan for redirecting focus when it drifts.

Do you have a tough time getting unstructured projects at work or school completed on time? Many people with ADHD can manage smaller tasks that are concrete and uncomplicated. But, when faced with multiple steps or unclear directions, they aren’t sure how to organize things and where to get started. Many of my clients tell me that they feel like ‘professional procrastinators.’ Some folks may pull all-nighters, turning in work bleary-eyed and exhausted in the morning. Others begin something easily only to feel overwhelmed midway through and quit. These patterns create cycles of stress , disappointment and self-criticism that can be defeating and demoralizing.

Overwhelm comes from consistently inconsistent motivation

Living with ADHD means living with consistently inconsistent motivation . In fact, one study found a correlation between inattentive ADHD and procrastination . Another study found that the more substantial the symptoms of ADHD are for somebody, the higher the likelihood there is of experiencing procrastination along with anxiety and depression . When people have ADHD, naturally lower amounts of dopamine and norepinephrine in the brain also contribute to inconsistent attention patterns. These typically result in procrastination, overwhelm freeze and task paralysis.

It’s tough for anybody to work up excitement to do an unappealing task. But, with ADHD and the ‘Now/Not now’ brain, it can be even tougher. If somebody with ADHD is interested in a topic, an activity or conversation, they are all in. If not, it’s much harder to work up any enthusiasm. There are two types of motivation: extrinsic and intrinsic. Extrinsic (also known as external) motivation refers to doing something to obtain an outside reward. You renew your license so you can drive: the privilege of driving is your reward. Intrinsic (also known as internal) motivation refers to goals that we set for ourselves. You want to write a good report for your team at work because you feel satisfied and responsible afterward.

Beat the confusion of ambiguous tasks

Unstructured projects—whether they are for work, home or school—can paralyze people of all ages with ADHD. A lack of clarity about what you are supposed to do, how to proceed and where to begin can thwart the best of intentions. Plus, the ambiguity of a task makes organizing materials, planning for time and prioritizing what matters most seem impossible: it’s all just one big shapeless blob. When the pressure of a deadline or the threat of something bad happening creates a crisis mode in your brain and body, you will rush madly to complete something, buoyed by elevated levels of adrenaline and cortisol. Then, depleted and exhausted afterward, people vow to do things differently next time, only to repeat the cycle again.

Improving motivation starts by finding a reason to do something and then clarifying what needs to get done by chopping the blob into smaller parts. Interest fosters motivation, so what can possibly engage you in this task? It might not be the inherent pleasure in completing it and that’s fine. How can you link doing parts of this project to something that matters to you? How can you set up small, earned rewards along the way? What are the components of this task?

Reframe your view of the task

The greatest barrier to initiation is your perception of the task. You may understand the need to do something but lack the interest, skill or focus to do it. Make tasks small enough that beginning them is within your reach. For example, instead of worrying about the entire research project, make it a goal to just work on the intro or hypothesis. Consider how long you can concentrate and for how long: then create work periods based on that information. Build in short and longer breaks, using timers and notes to get you back to what you were doing.

You also don’t have to work alone. Ask a friend or colleague to be a Zoom buddy, body double or accountability partner. These will help you get moving on the task at hand. You don't have to do everything on your own, especially the hard stuff.

Clarify and chunk your tasks

The size of the task affects initiation, a critical element of motivation. If a task seems insurmountable, it’s much more difficult to start it. This is especially true for neurodivergent thinkers. So, break things down into chunks and start small. If you still can’t begin, then the task is still too big. Make it smaller.

One of the challenges of unstructured tasks is the lack of clarity about what they actually entail. Beginning with a brain dump will help you meet this challenge. Once you have everything in a list, you can actually see what’s necessary to do. Then it is possible to arrange items that relate to each other and clarify your goals. This creates a map for you of the general territory of the project. Check in with your boss, a colleague or a professor to make sure you’ve understood and laid an effective foundation.

Next, find something in this list that interests you. Then, armed with one of your goals, decide how long you want to work on it and what your incentive will be. For example, you may like to concentrate for 45 minutes and then want to take a short break and grab a cup of coffee. Leave yourself a note about what you were doing so you can return right to it.

Track your focus

In addition to initiation, focus is another important element of motivation. People with ADHD and chronic difficulties with inattention have some areas where they can pay attention with no problem. They lack attention for uninteresting tasks.

Focus is a dynamic process of what is critical to notice or do. It is the spotlight of your attention. You can improve focus by noticing where it is and where it’s not. If you have a tendency to drift off while working or studying, create a plan for recovering focus when you catch your attention shifting away from the task at hand. It’s often helpful to create a workspace for yourself that lacks distractions, like a quiet room without a TV or other digital temptations. Make it a habit to leave your phone and other devices out of arm’s reach to give yourself the best chance to stay focused on your work.

Growth mindsets nurture motivation

It may take some trial and error to come up with an approach that works well for you. Notice what helps you start and stay engaged. Do more of what works and be kind to yourself if you have to regroup. A growth mindset means trying, evaluating and pivoting without shame or judgment. Start small and pay attention to your successes!

Volkow ND, Wang GJ, Newcorn JH, Kollins SH, Wigal TL, Telang F, Fowler JS, Goldstein RZ, Klein N, Logan J, Wong C, Swanson JM. Motivation deficit in ADHD is associated with dysfunction of the dopamine reward pathway. Mol Psychiatry. 2011 Nov;16(11):1147-54. doi: 10.1038/mp.2010.97. Epub 2010 Sep 21. PMID: 20856250; PMCID: PMC3010326.

Niermann HC, Scheres A. The relation between procrastination and symptoms of attention-deficit hyperactivity disorder (ADHD) in undergraduate students. Int J Methods Psychiatr Res. 2014 Dec;23(4):411-21. doi: 10.1002/mpr.1440. Epub 2014 Jul 3. PMID: 24992694; PMCID: PMC6878228.

Sharon Saline, Psy.D. , is a clinical psychologist and an expert in how ADHD, LD, and mental health affect children, teens and families. She is the author of What Your ADHD Child Wishes You Knew .

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