Self-Determination Theory: Building Sustainable and Intrinsic Motivation in the Workplace

Self-Determination Theory (SDT) is a scientifically based motivation theory that focuses on the quality of motivation, rather than the quantity. This theory helps HR and L&D managers to better understand what really motivates employees and how to sustainably strengthen that motivation within the work environment.

What is Self-Determination Theory?

ZDT states that motivation arises from the fulfillment of three fundamental basic needs:

• Autonomy : The feeling of control and making your own choices in the work process. When employees have some freedom in how they approach their tasks, they experience more involvement and intrinsic motivation. This does not mean that they have to decide everything themselves, but that they are given space within set frameworks to make their work their own.

• Competence : People want to feel competent in what they do. When employees feel that they are successful in their work and can develop their skills, this leads to more motivation. HR policy makers and/or managers can respond to this by setting clear goals and providing regular feedback.

• Connectedness : The need for meaningful relationships in the workplace. Employees who feel connected to their colleagues, managers, or even the company mission will experience greater motivation. Creating an environment where employees feel part of a team is crucial.

Why is this important for HR and L&D?

ZDT distinguishes between autonomous and controlled motivation. Autonomous motivation is of high quality and ensures sustainable behavior, while controlled motivation, driven by external rewards or pressure, is less effective in the long term. For example, consider someone who works only for the salary (controlled) versus someone who works because he/she sees the value of the work (autonomous).

In practice, HR managers can apply ZDT by:

• Performance reviews should focus on the three basic needs: Does the employee have sufficient autonomy? Does he/she feel competent? Is there a sense of connectedness?

• Adapt leadership strategies to create an environment that encourages autonomous motivation. For example, by involving employees in decisions that affect their work.

The benefits of ZDT

• When employees’ basic needs are met, it leads to better performance, higher well-being and stronger engagement. Organizations that focus on creating an autonomous work environment often see higher productivity and lower turnover among their employees.

Curious about how you can use ZDT to boost your employees' motivation? Read more on our website and discover how we can help you develop a sustainable and committed work environment.