The Secret to Getting Employees Back Into the Office
By Leighton Spinks
On Jan. 30, 2023, the Biden Administration announced its intent to end the national emergency and public health emergency declarations on May 11, 2023 in the United States. These declarations have been in place since March 2020, and have held businesses in a tight grip since.
The global pandemic forced many businesses, both large and small, to adopt remote working policies with little warning. While this shift from the traditional office environment provided a lot of advantages – such as increased agility and creativity – it also presented a unique challenge: how to maintain control over operational processes without being in the same physical space. Companies had to quickly establish new workplace policies and procedures for successful remote work, as well as invest in new technologies that enable effective communication between teams or departments.
As the threat of Covid19 spreading has dwindled, businesses and organizations of all sizes have found that returning employees to full time in-office can be a difficult transition. Even after a lengthy period at home due to the pandemic, many employees still feel hesitant about returning to their pre-crisis work environment. We’ve all seen it in the news,
“Employees Are Quitting Instead of Giving Up Working From Home” (Bloomberg)
“Once again, workers say they would rather quit than return to the office” (ZDNet)
“The workers quitting over return-to-office policies” (BBC)
So how do we get employees back into the office without seeing mass resignations? We tap into intrinsic motivators.
What is an Intrinsic Motivator?
An intrinsic motivator is a factor that drives a person's behavior and comes from within the individual rather than from external rewards or pressure. In other words, intrinsic motivators are internal desires or values that motivate a person to engage in a particular activity or behavior. These motivators are often tied to personal fulfillment and can lead to long-term satisfaction in one's work or other activities. Intrinsic motivators are distinct from extrinsic motivators, which come from external factors such as money, praise, or punishment. While extrinsic motivators can be effective in driving behavior in the short term, intrinsic motivators are often more powerful in sustaining motivation over time.
Daniel Pink, a bestselling author and speaker on the topics of business, work, and behavior, wrote "Drive: The Surprising Truth About What Motivates Us," in which Pink identifies autonomy, mastery, purpose, and relatedness as four “buckets” of intrinsic motivation, particularly in the workplace.
He argues that these intrinsic motivators are more effective than external rewards such as bonuses or punishments in driving behavior and achieving long-term satisfaction and success. The concept has been widely discussed and applied in the fields of management, psychology, and education.
What are the 4 Buckets of Intrinsic Motivation?
The four buckets of intrinsic motivation are:
Autonomy: This refers to the desire to have control over one's work and how it is done. People who are motivated by autonomy value the ability to make decisions about their work and have a sense of ownership over their tasks.
Mastery: This refers to the desire to improve and develop one's skills and abilities. People who are motivated by mastery enjoy learning and challenging themselves to become better at what they do.
Purpose: This refers to the desire to have a sense of meaning and contribution to something larger than oneself. People who are motivated by purpose want to feel that their work is making a difference and is part of a larger mission or goal.
Relatedness: This refers to the desire to feel connected to others and have positive social interactions. People who are motivated by relatedness value relationships with coworkers and feel a sense of belonging within their work environment.
How can Intrinsic Motivation Bring Employees into the Office?
Intrinsic motivators can be very effective in getting employees back into the office as they tap into employees' internal desires and motivations. Here are some ways intrinsic motivators can be used:
Autonomy: By giving employees more control over their work environment and schedule, they may feel more comfortable and willing to return to the office. This could include allowing them to choose their own desk or work hours, or giving them more flexibility in how they work.
Mastery: Offering opportunities for employees to learn and develop new skills can be a great way to motivate them to come back to the office. This could include training programs or cross-training opportunities that can help them grow and develop their abilities.
Purpose: Communicating the company's mission and values to employees, and showing them how their work contributes to achieving these goals, can help them feel a sense of purpose and meaning in their work. This can be a powerful motivator for employees to come back to the office and feel like they are part of something meaningful.
Relatedness: Creating opportunities for employees to socialize and build relationships with their coworkers can be a great way to motivate them to return to the office. This could include team-building activities or social events that can help them feel more connected to their coworkers and the company.
If you’re looking to get employees back into seats in your office, intrinsic motivators can help create a more fulfilling work environment and encourage employees to return to the office. By tapping into employees' internal desires and motivations, employers can create a workplace that employees want to be a part of.