Anyone who has tried to design a work environment for engagement, connectedness, and motivation knows it’s no small task. The challenge lies in the wide range of factors that influence these outcomes. Motivation exists on a spectrum—from self-driven (intrinsic) to externally regulated (extrinsic) forms. Intrinsic motivation, such as personal enjoyment or fulfillment, typically leads to better outcomes like happiness and improved performance. Extrinsic motivation, driven by external rewards and recognition, also plays a role, though it tends to be less impactful. Finding the right balance is a challenge. Transitioning from motivation as a foundation to true engagement is even harder. While motivation drives action, engagement depends on creating a deeper sense of belonging, purpose, and well-being. This is where the need for uniqueness comes in—people won’t feel connected to an organization that isn’t distinct but is just like any other company.
