New requirements for the psychosocial work environment: Why dialogue matters more than ever
Eirin Eriksen Horvei
October 14, 2026
Motivation is the driving force that makes employees do their best and be engaged at work. This engagement can come from different sources. Intrinsic motivation arises when the work itself is rewarding – for example when employees experience mastery, creativity or personal growth. On the other hand, we have extrinsic motivation, which is linked to external rewards such as pay, recognition or the opportunity for promotion. There is also a form of motivation called prosocial motivation, which is about making a difference for others. Many employees are motivated by working on something meaningful that has a positive impact on colleagues, customers or society as a whole. It is therefore important for leaders to understand what affects motivation at work for each individual employee.
For leaders, motivation is a key tool for creating a productive and engaged workforce. Motivation at work is not just a luxury; it is a necessity for ensuring that the company reaches its goals. When employees are motivated, both the quality of their work and their productivity increase. They are more creative, solution-oriented and willing to collaborate. This can lead to more innovation and a positive work culture. Employees with a high degree of intrinsic motivation often have more stamina, which reduces absence and turnover. This saves the company time and resources related to recruitment and training.
Research also shows that motivated employees have greater job satisfaction, which also affects the company's reputation. In a world where competition for talent is fierce, a strong company culture and motivated employees are an important part of being an attractive employer.
Although motivation is crucial, there are several challenges that can prevent leaders from succeeding in motivating their employees.
One of the biggest challenges is that motivation is highly individual. What motivates one employee may be completely different from what motivates another. Some employees are primarily driven by extrinsic motivation, such as financial rewards, while others seek more intrinsic motivation, such as a sense of personal development. This makes it challenging for leaders to find a strategy that suits everyone. That's why it's important for leaders to take the time to understand each employee's specific motivational drivers.
Leaders cannot directly motivate employees; they can only create the conditions for employees to find their own motivation. This means understanding and meeting each employee's needs and goals, and creating an environment that supports self-development and learning.
Many companies are not organised in a way that allows employees to take part in exploration, experimentation and learning, which are essential for motivation. A focus on results-oriented goals rather than development-oriented ones can undermine employees' opportunities for self-development.
Motivation is affected by a number of factors, both inside and outside the company, and can change over time. This can include everything from the working environment and tasks to personal ambitions and life situation. Keeping track of all these factors, and knowing how they affect each individual, can be challenging for a leader.
Leaders must ensure that basic “hygiene factors” such as pay, security and good relationships are in place. A hygiene factor does not directly lead to higher motivation, but can have a negative impact on motivation if it is absent or unsatisfactory. Hygiene factors are essential for creating a foundation of well-being in the working environment, but to truly engage employees, you also need to focus on the motivational factors.
Another common challenge is that employees themselves are often not fully aware of what motivates them, or are not comfortable expressing it. Leaders must therefore be proactive in asking questions and digging deeper to understand the underlying factors that drive each employee. It may be wise to have a culture where open conversations about well-being and motivation are a natural part of the working environment.
Promoting motivation at work requires a conscious effort from leaders. Here are some key areas where you can make a difference:
Autonomy, or the freedom to make your own decisions within your area of responsibility, is a strong source of intrinsic motivation. When employees get the opportunity to manage their own working day, they feel more ownership of their tasks and experience greater mastery. Leaders should therefore focus on creating a work culture that allows flexibility, where employees are trusted to solve tasks in their own way. This can involve anything from giving more responsibility to letting employees choose how to structure their working day.
Feedback is another key to high job motivation. Employees need feedback to know whether they are on the right track, but it must be given in a constructive and supportive way. HR should encourage leaders to have regular conversations with their employees where they not only give feedback but also listen to the employee. This strengthens the relationship between leader and employee, while also allowing for continuous improvement and learning.
The relationship between leader and employee plays a major role in motivation. Employees who feel seen and heard by their leader are more inclined to show engagement. It is important for leaders to invest time in building trusting relationships. This does not just mean holding formal employee appraisals, but also being available for day-to-day interaction. Prosocial motivation can also be strengthened by making it clear how the team's efforts contribute to something bigger – whether it is the organisation's success or projects that benefit society.
Many employees are motivated by the desire to develop themselves and learn new things. Facilitating competence development, whether through formal courses or challenging tasks, can increase both intrinsic motivation and job satisfaction. HR leaders should ensure that employees have access to resources that support their learning and growth, and that this is seen as an investment in the future of both the employee and the company.
Although intrinsic motivation is important, extrinsic factors should not be ignored. Extrinsic motivation, such as pay, bonuses or other benefits, also plays a role in maintaining engagement. Recognition does not have to be limited to annual performance reviews; small, everyday recognition can have a big impact. This can be as simple as saying thank you or giving praise for a job well done.
“You never really know other people as well as you think” is a good starting point for understanding the value of a good employee appraisal. You cannot guess what the other person is thinking, nor can you order them to be open or motivated. This means you depend on the employee giving you insight into and understanding of how they perceive their work situation, so that it becomes easier for you to create the conditions for motivation and good performance in line with the organisation's goals and purpose.
The Motivation Analysis™ is a useful tool for gaining insight into what motivates each employee and what they need to thrive and perform well at work. It is based on eight key drivers of job motivation, and is the result of a survey the employee answers ahead of the employee appraisal:
The Motivation Analysis™ is intended to find out whether anything is hampering the employee's motivation and engagement, and whether there are areas that can be improved, so that the chances of good results increase. This gives you as a leader unique insight into each employee's work situation, and you can go into the conversation and ask about what is relevant to each individual.
Understanding and influencing motivation at work is a complex but absolutely essential task for leaders. By focusing on intrinsic, extrinsic and prosocial motivation, you can create an environment where employees feel engaged, valued and inspired to do their best. Leaders who succeed in building such a culture will see greater well-being, lower turnover and a positive effect on the company's results. Investing time and resources in understanding what motivates each individual employee pays off.
