People work for more than pay, but pay still matters.
Direct answer
Intrinsic motivation comes from the work itself: interest, purpose and mastery. Extrinsic motivation comes from outside rewards such as pay, bonuses, recognition or avoiding penalties. Good managers pay fairly, then build intrinsic motivation through autonomy, growth and meaningful work.
Comparison
| Intrinsic | Extrinsic | |
|---|---|---|
| Source | inside the person | outside rewards |
| Examples | curiosity, purpose, mastery | salary, bonus, praise |
| Lasts | often longer | fades when reward stops |
How leaders can support both
- Pay and conditions fairly. Unfair pay damages motivation.
- Give autonomy over how work is done.
- Build mastery with learning and feedback.
- Connect work to purpose: who benefits?
- Use recognition that is specific and sincere.
A caution on rewards
Heavy reliance on rewards can turn interesting work into a transaction. Use them to recognise, not to control.
Where Teyro fits
Teyro's How to Motivate a Team course turns this into short lessons you can play in a few minutes a day. It has 50 lessons, and you can start free.
The bottom line
Fair rewards remove frustration. Meaning creates drive.
