Last time we learned about intrinsic motivation - the internal drive that fuels people's best work. But here's what many talent leaders miss: professionals aren't motivated by the same internal forces.
What energizes one team member might bore another completely.
Engagement Message
Name one thing that energizes a teammate of yours (not you).
Research shows people have distinct motivational drivers - specific things that naturally fuel their intrinsic motivation. Think of these as different types of internal engines.
Some people are driven by independence, others by learning, others by making an impact.
Engagement Message
Which driver—autonomy, mastery, or purpose—best describes your motivation?
Let's explore autonomy - the drive for independence and control over your work. People high in autonomy motivation want to decide how, when, and where they approach their responsibilities.
They say things like: "Let me develop my own sourcing strategy" or "I work better with flexible candidate meeting schedules."
Engagement Message
Name one colleague who clearly values independence at work.
Next is mastery - the drive to get better at meaningful work. These people love challenges, skill development, and becoming experts in talent acquisition.
Watch for: asking about new assessment techniques, staying late to perfect candidate profiles, reading industry research, requesting training on market trends.
Engagement Message
Who on your team seems most excited by learning challenges?
Purpose motivation means being driven by meaning and impact. These people want to know their work matters and contributes to building great teams and careers.
They ask: "How does this role change someone's career?" or "What impact will this hire have?" They light up when discussing talent transformation stories.
Engagement Message
