Beyond the Pizza Party: Understanding What Truly Motivates Employees
Motivation plays a crucial role in driving engagement, performance, and satisfaction in today’s workplace. Two key forces shape how people find purpose and fulfillment in their work: intrinsic and extrinsic goals. Understanding what motivates someone from within versus what inspires them through external rewards is essential for building thriving teams and meaningful careers.
Intrinsic motivation stems from internal satisfaction, doing something because it feels rewarding, purposeful, or aligned with personal values. On the other hand, extrinsic motivation is driven by external factors such as pay raises, promotions, recognition, or other tangible rewards.
In the age of social media, we often see memes mocking companies that celebrate employee achievements with something as simple as a pizza party. Over time, pizza in the workplace has become symbolic, not of celebration, but of the disconnect between employees’ real needs and an organization’s understanding of what drives its people. It raises an important question: Did anyone even ask if the employees wanted a pizza party? Do they even like pizza?
This lighthearted example highlights a serious issue: organizational leaders must go deeper to understand their workforce. Motivation cannot be addressed with generic gestures or one-size-fits-all rewards. Leaders should take the time to discover what truly fuels their employees, what makes them want to succeed, stay engaged, and grow within the company.
Leaders must identify what employees value most, both intrinsically and extrinsically. When organizations tailor their retention strategies to these insights, they create environments where people feel genuinely understood and appreciated. This not only retains the right talent but also strengthens commitment and morale across the board.
The employee experience plays a pivotal role in an organization’s success. It’s essential for businesses to assess whether they’re effectively supporting their employees to foster a productive and motivated workplace. Understanding what drives employee motivation, whether intrinsic or extrinsic, can significantly impact performance and satisfaction.
Organizations should regularly check the pulse of their workforce to understand how employees are feeling and where they stand. By doing so, companies can stay ahead of the curve with valuable insights that directly influence success. This includes evaluating both personal and professional growth aspirations, which can lead to better alignment with organizational goals.
To ensure a thriving workplace, I recommend focusing on two key areas:
- Employee engagement surveys: Use surveys to uncover what employees truly need, helping to pinpoint areas for growth, motivation, and satisfaction.
- Develop an employee experience strategy: Once you’ve gathered input through surveys, focus groups, and one-on-one discussions, use those insights to craft a strategy that addresses employees’ unique motivational drivers while staying aligned with the organization’s core values.
The truth is, pizza parties don’t cut it anymore. Well, it can just be a small piece of the pie. What truly drives success in the workplace is understanding the human behind the work, their passions, their purpose, and what truly makes them feel valued. When organizations tap into that, everyone wins.
About the Author
Dr. Jaquelle Outlaw is a SHRM-certified HR professional and workforce development expert with a passion for creating data-driven, people-centric strategies. With years of experience in human resources, she specializes in leadership development, team dynamics, and employee well-being. Jaquelle has a PhD in Industrial-Organizational Psychology, where she deepens her expertise in the science of work and human behavior. Her research and work focus on leveraging psychological principles to drive workplace efficiency and employee satisfaction. Through this platform, Jaquelle aims to share valuable insights and practical strategies to help organizations build stronger, more engaged teams.