Do We Have Enough Motivation?

A few months ago, I conducted an interview for a potential employee. He was very nice and seemed promising at first, his skills and experience aligning with the role. However, as the conversation progressed, a dissonance emerged... Imagine my surprise when, while I was explaining the Core Roles, instead of focusing on the potential of contributing to our collaborative, self-managed environment, he began to inquire about career paths, promotion opportunities, and salary expectations... i.e. more roles = more money... It was as if he was focused on climbing a traditional corporate ladder, not being a vital member in a holacratic organization

This focus on immediate rewards lead me to decide against advancing this candidate in the interview process.

But this posed me a deeper question: why are we focused on immediate, tangible rewards to take on our works and responsibilities?

It's as if we've been conditioned to view work primarily as a means to an end: in traditional hierarchical structures promotions, salary increases, and job titles are the primary motivators. We do our work so that we can get promoted and gain more money. But is this the only way?

In his book "Drive", Daniel Pink offers a compelling explanation for this phenomenon. He argues that while carrots and sticks (extrinsic motivators) might be effective in stimulating simple, rule-based tasks, they are often counterproductive when it comes to creative, complex work. In fact, they can stifle intrinsic motivation: the desire to do something because it is inherently interesting or challenging.

"Control leads to compliance; autonomy leads to engagement" [D. Pink]

Our society has become so accustomed to the extrinsic reward system that we've forgotten the power of intrinsic motivation. It's as if we've traded autonomy, mastery, and purpose for a paycheck. But it's time to rethink this outdated approach.

"we have three innate psychological needs: competence, autonomy, and relatedness. When those needs are satisfied, we’re motivated, productive, and happy" [D. Pink]

Daniel Pink introduces us to three essential elements that ignite intrinsic motivation: autonomy, mastery, and purpose. These factors, when present in a work environment, can transform individuals into passionate, engaged contributors.

• Autonomy it's the freedom to make choices, set one's own pace, and determine how to approach tasks. When people feel in control of their work, they are more likely to be invested in its outcome. Our holacratic structure, with its emphasis on self-management and decentralized decision-making, is a prime example of a structure that fosters autonomy
• Mastery is the innate human desire to improve and become better at something. It's about the thrill of learning, growing, and overcoming challenges. When we have opportunities to develop our skills, take on new responsibilities, and receive constructive feedback, we are more likely to feel a sense of accomplishment and satisfaction
• Purpose is the belief that one's work contributes to something larger than oneself. It's about connecting to a cause or mission that resonates on a personal level. When people feel that their work has a meaningful impact, they are more likely to be engaged and committed.

I really feel that Sorint's adoption of the holacratic model has a deep impact on our satisfaction and productivity, by creating a workplace where we all feel empowered, valued, and aligned with the company's goals. By prioritizing self-management and flexibility, we feel we have more control over our work, allowing us to balance personal and professional lives effectively, feel more invested in our roles and the company's success.

By empowering ourselves to make decisions and propose new ideas, Sorint fosters a culture of innovation, leading to increased problem-solving abilities.

"The monkeys solved the puzzle simply because they found it gratifying to solve puzzles. They enjoyed it. The joy of the task was its own reward" [D. Pink]

These creatures didn't need bananas or praise: the satisfaction of cracking the code was reward enough. This innate drive to engage in an activity for its own sake is a powerful reminder of the human capacity for intrinsic motivation.

We, too, can find immense gratification in the process of our work. The thrill of discovery, the satisfaction of overcoming challenges, and the sense of accomplishment that comes from creating something new can be incredibly rewarding. When we shift our focus from external validation or monetary gain to the intrinsic pleasure of our work, we unlock a wellspring of creativity, passion, and productivity.

Let's strive to rediscover the joy of the process, just as those monkeys did. After all, isn't that what truly makes life fulfilling?

(And this is the reason why it's almost 22:15 now, and I am writing this article after a full day of work... Because I like doing it!)