Some people run on caffeine. Others run on compliments. Me? I run on a healthy mix of “this is deeply fulfilling” and “they’re paying me for this.”
Welcome to the wild world of motivation. Whether you’re here to better understand your learners or secretly decode your own “why am I even doing this?” moments, you’re in good company. Let’s break it down.
Illustration of a workstation with a computer, books, and a plant (Midjourney, 2025).
First Things First: What Is Motivation?
Motivation is that little voice inside whispering, “Go on, click that button,” or “You’ve got this, open the Canva file.” It’s what gets us to do…well, anything. From tackling a course module to taking a jog just to prove we still can.
There are two main types at play:
- Intrinsic: You do it because it feels good. Like dancing in your kitchen or reading for the sheer joy of it.
- Extrinsic: You do it for something outside of yourself like praise, money, or avoiding a stern Slack message from your manager.
And here’s the truth: most of us are driven by a little bit of both. It’s not either/or, it’s more like a recipe. The magic is in the mix.
Extrinsic Motivation
Extrinsic motivation is what kicks in when:
- You finish mandatory eLearning so your boss stops nudging you.
- You submit a school project because you really don’t want that “incomplete.”
- You log in to a job that doesn’t light you up, but the paycheck does.
- You post on LinkedIn not because you want to, but because you should (hi, algorithm).
In all these examples, the motivator is external. You’re not in it for the thrill of the task, you’re in it for the reward (or to avoid a consequence).
Intrinsic Motivation
This one’s the warm, fuzzy kind. The “I could do this forever” feeling. It’s when the doing is the reward. Think:
- Recording a podcast because you love sharing ideas.
- Going on a walk just to clear your head.
- Reading fiction for the vibes, not the résumé.
Intrinsic motivation is personal, sustainable, and powerful. It doesn’t need applause or an incentive. It just is.
So, Which One Wins?
Neither. That’s the twist. Both are useful. And honestly? Most of us bounce between the two all the time.
Like when you’re learning something new. Maybe you want to learn (intrinsic), but the fact that you get a shiny certificate at the end (extrinsic) doesn’t hurt.
The key is not choosing one; It’s knowing when to lean into which.
Illustration of a person with headphones sitting in front of their computer screen (Midjourney, 2025).
Watch Out for the Overjustification Effect
If you’re already intrinsically motivated, too much external reward can backfire. Suddenly, the thing you loved feels like work.
Let’s say you’re painting for fun. Then someone offers you money. Then more money. And now you’re buried in commissions and wondering, “Do I even like this anymore?” This is the overjustification effect. It’s real. It’s sneaky. And it can turn passion into pressure if you’re not careful.
Designing Learning That Motivates
If you’re in the learning biz (hey, fellow IDs), your job isn’t just to share content, it’s to make people want to engage with it. That means designing with both intrinsic and extrinsic motivation in mind. Here’s how to do it like a pro:
1. Pose a Challenge with an Uncertain Outcome
People love a good puzzle, especially one that makes them feel smart at the finish line.
- Why it works: It taps into curiosity and creates a sense of accomplishment when the learner pushes through uncertainty.
- Example: Instead of telling sales reps exactly how to handle a tough client call, drop them into a branching scenario with a few unknowns and let them make the decisions. Their outcome (and confidence) will be based on their critical thinking.
2. Spark Curiosity
Make your learners lean in and think, “Wait, what happens next?” or “I didn’t know that!”
- Why it works: Curiosity is a gateway to intrinsic motivation. People naturally want to fill in the blanks.
- Example: Open your module with a surprising stat, myth-busting question, or real-world “did you know?” moment. Like: “85% of workplace learning is forgotten within 30 days… unless you do this one thing.”
3. Encourage Collaboration
We’re social creatures, even in a Zoom breakout room.
- Why it works: Helping others, learning together, and getting feedback fuels a sense of belonging and purpose.
- Example: In a leadership course, include group challenges where learners must brainstorm solutions together in a shared doc or Miro board. Bonus: this builds soft skills while reinforcing the content.
4. Offer Light Competition
Gamify, but don’t glorify the leaderboard.
- Why it works: For some learners, a little competition gets the dopamine flowing. Just keep it low-stakes and inclusive.
- Example: Add quiz streaks or friendly team-based scoreboards. Or use badges that reward improvement over perfection. (Nobody needs to relive middle school gym class.)
5. Praise Effort and Progress
Recognition is free, and powerful when it feels genuine.
- Why it works: A well-placed compliment reinforces intrinsic motivation and gives learners a reason to keep going.
- Example: Use micro-feedback in your eLearning: “Nice work! That’s a tricky concept, and you nailed it.” Or add a digital “milestone tracker” that lights up as they hit key goals.
Bonus: Motivation in Action
Let’s say you’re designing an onboarding module for new hires at a healthcare nonprofit. Here’s how to put this all into practice:
- Start with a real-world case challenge: “Your team needs to organize a community health fair with limited budget and time. What’s your plan?”
- Drop in a surprising stat: “1 in 4 patients in your county avoid care due to language barriers.”
- Make it collaborative: Let learners choose a peer partner and compare action plans.
- Add a competitive twist: Which team can design the most accessible event plan?
- End with meaningful praise: “You just mapped out an event that could impact hundreds of lives. That’s no small thing.”
Final Thoughts
Motivation is messy. Beautiful. Human. And essential, whether you’re designing a course, running a business, or simply trying to finish that one lingering task on your to-do list.
So, the next time you build a learning experience, launch a new project, or drag yourself through your inbox, pause and ask: “Am I doing this because I love it, because it’s rewarding or maybe a little bit of both?”
That’s where the magic is.
And if you’re curious how this applies to your own content or want help making your learning solutions more motivating, you know where to find me.