At work, you’ve probably heard people throwing around the terms “motivation” and “engagement” like they’re the same thing. Spoiler alert: They’re not. While both are crucial for driving employee performance and satisfaction, they represent distinct aspects of how we experience the workplace. Understanding this distinction can really make a difference in how we approach work. So, let’s dive into what these terms mean, how they differ, and why both are essential for a happy and productive workplace.
What is Motivation?
You can think of motivation as the fuel in your car. It’s energy; it’s what gets you going. Psychologists have defined motivation as “the impetus that gives purpose or direction to behaviour and operates in humans at a conscious or subconscious level.” It refers to the internal and external factors that stimulate an individual’s desire to achieve goals. These factors drive the initiation, direction, intensity, and persistence of behavior.
Motivation is typically categorised into two types:
- Intrinsic Motivation: This type involves engaging in activities for the inherent satisfaction and joy derived from the activity itself. This is when you do something because it makes you feel good inside. Examples include working on projects because they are interesting or challenging.
- Extrinsic Motivation: This type involves performing activities to achieve external rewards or avoid negative outcomes. Examples include working to receive a salary, bonuses, or to avoid reprimand.
At work, motivation is the driving force behind why employees take action, whether it’s completing daily tasks, striving for promotions, or contributing to team success. Motivated employees are often goal-oriented and exhibit higher levels of initiative and effort.
What is Engagement?
Engagement is more about the big picture and how you feel about your work and your workplace. It refers to the emotional commitment an employee has towards their organization and its goals. Engaged employees are deeply involved in, enthusiastic about, and committed to their work.
Engagement encompasses several dimensions:
- Emotional Engagement: Feeling proud of the organization and finding personal meaning in the work. Being excited about what you’re doing.
- Cognitive Engagement: Aligning with your company’s goals and values, leading to a clear understanding of your role and contributions.
- Behavioral Engagement: Going the extra mile, showing initiative, and displaying behaviors that contribute positively to the company.
While motivation explains the drive behind actions, engagement reflects the employee’s overall relationship with their work and organization. Engaged employees are not just working for a paycheque; they are invested in the success of the company and see their own success as interlinked with it. Engagement is like loving the journey, not just the destination. It’s when you’re not only motivated to complete a task but also genuinely enjoy being part of your organisation’s mission.
How do they Compare?
Despite the very clear relationship between the two, motivation and engagement have different characteristics and implications in the workplace;
| Aspect | Motivation | Engagement |
| Nature | State of being driven to achieve goals | State of being emotionally committed |
| Focus | Tasks and goals | Overall relationship with work and organisation |
| Drivers | Intrinsic / extrinsic | Emotional , cognitive and behavioural aspects |
| Measurement | Levels of initiative, effort, attainment | Levels of enthusiasm, involvement and commitment |
| Impact | Productivity, task achievement | Loyalty, pride, performance |
While motivation and engagement are different, they are intrinsically linked. Motivation can lead to engagement, and engagement can sustain motivation. For example, an employee might start a task motivated by a bonus (extrinsic motivation) and eventually develop a deeper commitment to their team and projects, leading to higher engagement. Conversely, an engaged employee may feel more motivated to take on challenging tasks and pursue organisational goals.
How Can We Give Motivation and Engagement a Boost?
Enhancing Motivation at Work;
- Identify and Reward: Establish what it is that motivates each individual and based on this understanding, establish reward strategies that fulfil these motivators.
- Create Growth Opportunities: Ensure the purpose and meaning of work is well understood and communicated. Provide autonomy and choice while also offering the opportunity to be creative, to break barriers and challenge the norm.
- Create Development Opportunities: Offer training and development programs that enhance skills and career growth. Establish clear goals and reward achievements.
- Create Opportunities to Connect: Celebrate achievements, big and small, and foster team spirit. Encourage loyalty and camaraderie while recognising supportive behaviours.
Enhancing Engagement at Work;
- Create a Positive Work Culture: Foster an inclusive, supportive, and purpose-driven workplace environment.
- Encourage Participation and Feedback: Involve employees in decision-making processes and actively seek their input.
- Ensure Role Clarity and Purpose: Help employees understand how their roles contribute to broader organisational goals.
Understanding and nurturing both motivation and engagement can transform your workplace.
Motivation gets tasks done and helps hit targets, while engagement makes the journey enjoyable and meaningful. Together, they create a powerful combination for a thriving, productive, and happy team. So, fuel up with motivation and enjoy the ride with engagement – your workplace will be better for it!
