The six primary categories of feelings that drive intrinsic motivation are predictability, recognition, aim, independence, security, and equity.
Consistency and expectation drive engagement, so leaders should strive to establish predictable expectations for their team.
Recognition, both public and private, is a core driver of intrinsic inspiration, as is the feeling of purpose and mission that comes with having a clear aim.
Independence and control over one’s work also drive engagement, while security and equity help to ensure a stable and fair working environment for employees.
Balancing these six categories can help leaders maximize team revenue potential and minimize voluntary turnover.
