Introduction 
Not everyone jumps on the New Year’s resolution bandwagon, but for those who kicked off 2024 with aspirations, the surprising reality is that many have already veered off course. It has been found that under 10% of people stick to their New Year’s resolutions. With these low success rates, it makes you wonder, “What makes it so easy for people to abandon their resolutions?” This is an important question to answer because the same reasons people struggle with resolutions are why some employees become disengaged in the workplace. It all comes down to motivation; resolutions and engagement rise and fall with motivation.

Intrinsic vs. Extrinsic Motivation
In order to understand how motivation influences engagement, we must first break down the two types of motivation: intrinsic and extrinsic. Intrinsic motivation is when someone is moved to act based on a personal reward, such as feeling good completing an activity. Extrinsic motivation is when someone is moved to act based on an external reward, such as avoiding punishment or getting paid for work. Both types of motivation can be leveraged to promote engagement, but without intrinsic motivation, engagement may be severely limited. Employees who are inspired primarily by extrinsic motivators are likely to become disengaged without constant encouragement and persuasion from leadership. This is why intrinsic motivation must be leveraged for engagement. The good news is that there are strategies leaders can use to motivate teammates to engage.

Encouraging Motivation for Engagement 
The Gallup organization has published an employee engagement model. This model outlines four approaches to increase engagement. Our team has recommendations for how leaders can use this model to develop teammates’ motivation and engagement simultaneously.

1. Basic needs: What do I get? This foundational principle is about preventing unnecessary stress for teammates and meeting basic needs. Leaders can protect these needs by caring for their employees, checking in on them to see how they’re doing, encouraging them to have a work-life balance, and expressing a genuine desire for them to be physically, mentally, and emotionally healthy. Another need that cannot be ignored is financial well-being. When employees feel that they are financially capable of supporting their families, they are likely to be more engaged. 
2. Individual contribution: What do I give? Every teammate wants to feel like they have a unique contribution to their team. The responsibility falls on leaders to recognize this contribution. Leaders should acknowledge when their teammates are performing well and express gratitude for their hard work. Be a vocal leader who does not hold back praise for their team! 
3. Teamwork: Do I belong? Once a team member feels their individual needs have been met, they are in a prime position to feel connected to the team. It is essential that leaders promote belongingness through building trust. Assist teammates with seeing their importance to the team. Encourage teammates to have a voice by providing a means for open communication. Being available and accessible to your team also communicates you are part of that team. 
4. Growth: How do I grow? The positive feelings someone experiences when they have contributed to a team’s success is intrinsic motivation. From there, extrinsic motivators can be leveraged to sustain the engagement that has been fostered. Leaders can do this by encouraging teammates to pursue professional goals and to advance within the organization.

Reflection: As a leader, you set the tone for your team. How have you engaged with your team to keep them motivated and engaged?