Investing in Employee Motivation
Albert BarraMay 25, 2025 · 2 min read
No employee is anything without motivation. Every employee needs a series of incentives that prompt actions aimed at achieving a business objective.
These incentives may be either internal or external. Internal incentives generate intrinsic motivation, as the individual sees the reward in the action itself. It is the satisfaction of a job well done, of work that is enjoyable and fulfilling.
On the other hand, there is extrinsic motivation: that which seeks an external incentive beyond the action itself in order to make achieving it satisfying. Monetary motivation, for example, stems from the salary received. But so too does the motivation offered by emotional salary and any type of assets and values that the company invests in us.
It is essential for the company to spend time getting to know us, understanding our preferences and what motivates us. This will be the first step towards creating a dynamic and effective organisation. We must bear in mind that, once it understands each employee’s motivations, the company must align all those motivations and objectives with its own.
The complexity of human nature comes up against the interests of the company. Each employee pursues their own interests, seeks to meet their needs and acts according to their motivations. The company needs this diversity as a fundamental asset, but it must manage it so that it does not harm its own interests.
Investing in motivation is essential, and training is one such investment. Employee development—not only as a worker, but also as a person—is undoubtedly desirable for both parties.
Employees who see their company investing resources in them undoubtedly feel a special kind of motivation when they feel valued and appreciated. Without a doubt, investing in motivation is investing in the company itself.
On the other hand, there is extrinsic motivation: that which seeks an external incentive beyond the action itself in order to make achieving it satisfying. Monetary motivation, for example, stems from the salary received. But so too does the motivation offered by emotional salary and any type of assets and values that the company invests in us.
It is essential for the company to spend time getting to know us, understanding our preferences and what motivates us. This will be the first step towards creating a dynamic and effective organisation. We must bear in mind that, once it understands each employee’s motivations, the company must align all those motivations and objectives with its own.
The complexity of human nature comes up against the interests of the company. Each employee pursues their own interests, seeks to meet their needs and acts according to their motivations. The company needs this diversity as a fundamental asset, but it must manage it so that it does not harm its own interests.
Investing in motivation is essential, and training is one such investment. Employee development—not only as a worker, but also as a person—is undoubtedly desirable for both parties.
Employees who see their company investing resources in them undoubtedly feel a special kind of motivation when they feel valued and appreciated. Without a doubt, investing in motivation is investing in the company itself.