Extrinsic motivation: What is it, and can it lead to fulfillment?

Extrinsic (or external) motivation refers to engaging in a behavior to earn rewards or avoid punishment from external sources, such as money, praise, or grades, rather than for personal satisfaction or intrinsic interest.

For many of us, our jobs are a way to fulfill our internal purpose and passions. We’re happy to do it for its own sake.

But that doesn’t mean external factors don’t matter — far from it. Whether you’re an independent contractor, a mid-level employee, or an entrepreneur, many things probably get you out of bed in the morning.

Most of us still respond to a range of external motivators. You need money to put food on the table. You might want recognition and reward, a fancy job title, and likes on LinkedIn. 

These are considered extrinsic motivations, and they are great tools to keep you at your best. Tangible rewards (and punishments) are part of how many of us were raised, part of our social fabric. We might not even think about them, but they motivate us in our choices and actions.

Knowing what motivates you can do wonders for your career. It’s an important part of self-awareness that will point you in a direction that suits you. 

So, let’s dive in and see how external motivators work.

Extrinsic motivation refers to the outside influences that help you complete a task or build a habit. You might take action based on extrinsic motivation to receive a reward or avoid negative consequences.

Examples of extrinsically motivated actions include: 

• Working to meet basic needs, such as food, shelter, and physical safety
• Seeking career growth or responsibility, outside approval, or status
• Competing at work or on teams to achieve recognition

Intrinsic vs. extrinsic motivation: what’s the difference? 

You may have heard that two sources of motivation exist: extrinsic and intrinsic. 

Intrinsic motivation

Intrinsic motivation arises from within an individual, driven by personal satisfaction, interest, or enjoyment in the task itself. For example, a person might read a book because they find the topic fascinating or play a musical instrument for the sheer joy of creating music.

Examples of intrinsically motivated actions include: 

• Seeking emotional fulfillment, such as friendship, affection, love, and understanding
• Wanting to achieve your dreams and desires, learn new things, and grow
• Setting SMART goals for yourself that help you overcome personal challenges

Extrinsic motivation

Extrinsic motivation, on the other hand, is fueled by external rewards or pressures. This includes actions taken to earn rewards (like money, praise, or grades) or to avoid negative consequences (such as punishment or criticism). For instance, an employee might work overtime to receive a bonus, or a student might study hard to avoid parental disapproval.

Comparing the two types of motivation

The primary distinction between the two lies in the source of motivation: intrinsic comes from within, while extrinsic comes from outside. Intrinsic motivation often leads to more sustained engagement and satisfaction because it aligns with personal values and interests.

Extrinsic motivation can be effective in prompting behavior, especially for tasks that might not be inherently enjoyable, but it might not lead to long-term engagement.

The main difference between motivation types is that intrinsic motivation comes from within. It’s doing something because it’s satisfying, stimulating, or gives you a sense of human connection or meaning.

Intrinsic motivation is often a more effective strategy for long-term achievement motivation. One study of West Point cadets showed intrinsic motivation was a better predictor of positive outcomes. Even when you have powerful extrinsic rewards, internal motivation is what pushes you forward. Intrinsic motivation may help you feel more personally fulfilled. They tap into intrinsic rewards of identity, passion, emotion, and intellect.

Both types of motivation are effective, however. When you use both, your sense of empowerment at work and in your personal life may increase. You might work harder or experience a boost in serotonin, a neurotransmitter that regulates memory, sleep, and mood. Higher serotonin levels give you confidence in your capabilities and boost your energy to keep going and do even better next time.

How do external motivators work?

Extrinsic motivation refers to when you complete a task or behave in a certain way to 1) receive a reward or 2) avoid a negative outcome or consequence.

External rewards can be tangible, including money or getting good grades, or intangible, like praise from others. People experience two types of extrinsic motivation: 

• Autonomous extrinsic motivation: a person completes an activity of their own free will. For example, they show up to work to keep their job and earn compensation. 
• Controlled extrinsic motivation: a person is pressured or coerced to perform a task. This type of motivation results from direct threats, a bully, or even a boss standing over their shoulder, ready to fire them. We can also include compliance activities like filing taxes or showing up to traffic school where there is an implied and fairly certain threat of punishment for not doing the activity.

Extrinsic motivators gain their power through a phenomenon called operant conditioning. This is the idea that we can reinforce certain behaviors using external rewards and punishments. We see this a lot in neuroscience, where cheese motivates mice.

Theories of motivation

Extrinsic and intrinsic motivation are heavily researched phenomena in psychology. Two popular theories that explore the “why” behind actions are the hierarchy of needs and the self-determination theory.

The hierarchy of needs

Many people who discuss motivation look to Maslow’s hierarchy of needs for guidance. This theory categorizes human intrinsic motivators into a pyramid built on a base of foundational needs. From the bottom up, Maslow’s pyramid is structured as follows:

1. Physiological needs: air, food, water, warmth, and rest
2. Safety needs: Security, safety
3. Belongingness and love needs: intimate relationships, friends, community
4. Esteem needs: prestige and feelings of accomplishment
5. Self-actualization: achieving one’s full potential

To reach self-actualization, you must climb the pyramid. But there’s more than one way to the top, and you can expect to move up and down between levels. For example, while you’re more likely to feel safe if your basic needs for food and water are met, you may prioritize self-esteem over love.

The self-determination theory

Another popular theory, the self-determination theory (SDT), looks at the relationship between human motivation and self-determination. Nurturing personal self-determination is the idea that you have the power to set goals and take action without outside influence. If you’re self-determined, you are more likely to take control of your life rather than feel that others control you. 

SDT was developed by psychologists Edward Deci and Richard Ryan. It centers on the premise that your need for growth, an intrinsic motivator, drives your behavior. It says that to achieve this growth, you must first meet your requirements for autonomy, competency, and connectedness. 

Use cases for extrinsic motivation

Extrinsic motivation can be particularly effective in scenarios where tasks are repetitive, uninteresting, or require a significant amount of effort that individuals might not be naturally inclined to exert. Examples include:

• Workplace productivity: Offering bonuses or performance-based incentives can motivate employees to meet or exceed targets, especially for routine or labor-intensive tasks.
• Educational achievement: Providing grades, awards, or scholarships can encourage students to study hard and achieve academic success.
• Parenting: Using rewards to encourage positive behaviors, such as giving children stickers for good behavior or offering discounts to customers who recycle.

9 examples of extrinsic motivation

Extrinsic motivation is the primary force for action in many people. You use extrinsic motivation in many forms each day, such as:

1. Doing your best in a basketball tournament to win a first-place medal 
2. Putting in extra effort on a group presentation for class to earn praise and positive feedback 
3. Using a cash-back credit card to collect points or discounts 
4. Performing routine work tasks on time to receive a paycheck
5. Studying for an exam to achieve a high grade and earn a scholarship
6. Volunteering at a community event to receive a certificate of appreciation
7. Following a strict diet and exercise regimen to win a fitness competition
8. Completing a sales quota to earn a performance bonus
9. Participating in a company’s employee of the month program to receive special perks

Remember that extrinsic motivation includes avoiding punishment or judgment. You might work extra hard on an assignment to avoid reprimands from your boss. Or, you may put more effort into flossing as a dentist appointment draws near.

Types of extrinsic motivators

Within the frame of extrinsic motivation, outside pressure can be applied in two ways. Depending on your unique disposition, either may be more effective.

There are two different types of extrinsic motivation:  

• Autonomous extrinsic motivation: In this type of motivation, you complete tasks of your own free will. For example, part of work motivation is showing up and earning compensation.
• Controlled extrinsic motivation: In this type, you feel pressure to perform tasks. Pressure may include being threatened, bullied, or even micromanaged. Compliance activities are also included in this category. These are tasks like filing taxes or showing up to traffic school. Not completing these things implies a certain threat of punishment or consequences.

Extrinsic reward gains its power through operant conditioning. This is the idea you can reinforce behaviors using external rewards and punishments. The concept is often seen in neuroscience, such as using cheese to motivate mice. 

External motivators were once necessary for survival. Scientists theorize that our need for belonging and approval began as pack behaviors. In early days, these traits were essential to help you find food and shelter and defend against predators.

The downsides of extrinsic motivation

When you lean on extrinsic motivators to get by, it’s important to be mindful of the potential pitfalls of relying on it too much.

The overjustification effect

Originally theorized by psychology professor Dr. Lepper, the overjustification effect occurs whenever an extrinsic motivator overpowers your intrinsic motivations and internal desires.

With children

Dr. Lepper proposed that when presented with too much external regulation, children eventually lose the desire to behave well for their own sake. Let’s say you give your child candy every time they clean up after themselves.

Next time, unless you offer candy again, they won’t want to put their toys away. Or, even worse, they’ll threaten to destroy their toys unless you give them candy — blackmailing you into getting what they want.

This is a dangerous form of extrinsic motivation. Not only can it incentivize poor behavior in children, it can also negatively impact adults.

With hobbies

The overjustification effect is why hobbies lose their appeal when they become a side hustle. An amateur painter can successfully sell their creations online.

But if they’re too successful, the monetary value of their labor (extrinsic reward) replaces the fun they had painting as a hobbyist (intrinsic reward). Their hobby is now a cash-generating activity rather than an outlet for their creativity. Painting feels like any other job.

At work

This phenomenon isn’t limited to hobbies — it can show up in all areas of your life. At work, you might receive a bonus for positive customer reviews. Your intrinsic motivation was to help your clients solve problems. Now, you do it for the money.

Unsustainable for long-term motivation

Extrinsic motivators can help you get started on a difficult task. But it quickly becomes unsustainable if they’re your only reason for doing things. Check in with yourself regularly: is painting still fun, or are you just doing it for the reward? You may need to stop selling your work to rediscover your passion.

As with reward-based motivators, punishment-based extrinsic motivators are most effective when applied with care. A 2023 study showed that teacher punishments led to a lack of confidence in elementary school students. 

4 tips to use external motivators (healthily)

Whether as a punishment or reward, outside sources of motivation don’t have to come from other people. You can create a self-regulated system to build healthy habits, upskill yourself, or keep on task. 

1. Alignment with goals: Ensure that rewards are aligned with desired outcomes and behaviors. The rewards should directly reinforce the specific actions you want to encourage.
2. Timely and specific: Provide rewards promptly and specifically in response to the targeted behavior to create a clear connection between action and reward.
3. Balanced approach: Combine extrinsic rewards with intrinsic motivators. For example, while rewarding students for good grades, also foster a love of learning by making the material engaging and relevant.
4. Avoid over-reliance: Use extrinsic rewards as a supplement, not a replacement, for intrinsic motivation. Over-reliance on external rewards can undermine internal motivation and reduce long-term engagement.

The key to using external rewards for yourself is to use them sparingly. As shown above, extrinsic motivation becomes unsustainable if it’s your only motivation for performing. When applied appropriately, however, you can use extrinsic motivation to your advantage.

Extrinsic rewards in the workplace

If you’re a manager, you may be able to use extrinsic rewards to influence employee performance. Knowing what employees value and using that to create meaningful, tangible rewards is the key. The trick is finding which extrinsic motivators work best.

Chances are your employees are inspired to some degree. They’re receiving a paycheck from your company, after all. But for employees who perform particularly well, other incentives may sweeten the pot, including:

• Pay raises
• Bonuses
• Commissions
• Extra PTO
• Flexible working conditions

Perks help motivate your employees and may reduce employee turnover. Motivators that improve employee retention can be especially important in tight labor conditions.

Your employees might respond to other non-financial incentives, too. If their work produces positive outcomes, praise them. Positive reinforcement can improve resiliency and attitude toward teamwork. 

You could even gamify tasks by creating a points system for internal competition. Whoever has the most points wins a prize. This could appeal to your team’s innate sense of competition and make otherwise boring tasks more exciting.

When to see a professional for intrinsic motivation issues

Self-determination isn’t constant from day to day. Everyone gets into a slump sometimes. But, if lack of motivation seems insurmountable, there may be an underlying reason. 

The following scenarios are signs you may want to seek mental health help:

• You’re seeing productivity slips despite using both extrinsic and intrinsic motivation techniques
• You get complaints about your work that indicate you might not be motivated or engaged
• You find it difficult to set and achieve performance goals
• Intrinsic motivators like hobbies no longer interest you 
• You feel down, depressed, listless, or feel like you’re languishing
• Your lack of motivation is resulting in negative consequences 
• Family or friends are commenting on a change in your motivation level
• It’s become difficult to do everyday things or socialize

Embrace extrinsic and intrinsic motivation for success

Responsibility is important, as is finding ways to motivate yourself and others. Remember that using external motivation isn’t selfish or abnormal. In fact, it can be a form of self-care and encouraging persistence. If you put in the work, you’ll reap the benefits. 

There are many methods and examples of self-motivation to choose from. In reality, it doesn’t matter what keeps you going. What matters is that you do. At BetterUp, our coaches strive to help others realize the potential within themselves. As you tap into your motivation, you may even learn more about motivating others. 

To find the best strategies for using extrinsic and intrinsic motivation for yourself and those you care about, start your coaching journey today.