The Science of Motivation at Work: What Really Drives People to Learn and Grow

Ever wondered why some people naturally seek out new skills, while others avoid anything that feels like development? It’s not personality - it’s motivation. And the good news? Motivation isn’t fixed. It’s shaped by what happens around us at work.

If you want to understand how people build workplace learning habits, stay curious, and stay motivated to learn, the science is surprisingly clear - and very practical.

Here’s a simple, down-to-earth guide to what truly motivates people to grow through real work learning, not just formal training.

1. People learn more when they feel they have choice

One of the strongest findings in motivation research is that people grow faster when they have autonomy - the sense that they get to choose how they learn or approach tasks.

You can support this by:

• letting people pick a micro-skill to focus on

• offering two options instead of one

• asking, “How would you like to tackle this?”

Choice sparks ownership - and ownership sparks growth.

2. People stay motivated when the work feels meaningful

Meaning doesn’t have to be “change the world” big. It can be:

• making someone’s job easier

• improving a process

• helping a teammate

• reducing friction in everyday tasks

When people see the purpose behind a task, they’re more likely to build new skills at work.

3. Small progress boosts motivation more than big wins

Progress is one of the best motivators we have - especially the small kind.

Encourage people to notice micro-wins like:

• clearer communication in a meeting

• a slightly better structure in an email

• using a new technique for the first time

These little moments reinforce learning that sticks.

4. People grow faster when they feel supported, not judged

Support builds confidence. Judgment blocks learning.

Helpful support looks like:

• curiosity instead of criticism

• offering guidance when someone tries something new

• making mistakes feel normal and safe

A supportive environment fuels on-the-job growth better than any course.

5. Motivation increases when people feel capable

This is called competence - the belief that “I can do this.”

Managers can help people feel more capable by:

• giving clear expectations

• breaking tasks into smaller steps

• recognizing small improvements

• giving feedback that highlights what’s working

Competence is a huge driver of practical learning at work.

6. People stay motivated when they feel connected

Connection matters more than we realize. People learn faster when they feel part of the team and supported by others.

Ways to strengthen connection:

• pair people up for shared learning

• start meetings with a mini “what did we learn this week?”

• encourage small knowledge-sharing moments

Learning grows in community, not isolation.

7. Motivation grows when people get to use their strengths

People feel energized - not drained - when they use what they’re naturally good at.

Try asking:

• “What tasks give you energy?”

• “Which parts of your job feel easiest for you?”

• “Where do you feel most confident?”

Letting people use strengths creates more space (and motivation) to explore new skills too.

Final takeaway

Motivation isn’t about pushing people harder. It’s about creating the conditions where learning feels natural, safe, and meaningful.

People grow best when they have:

• autonomy (choice)

• purpose (meaning)

• progress (small wins)

• support (psychological safety)

• competence (clear expectations + recognition)

• connection (belonging)

• strengths (energy and confidence)

If you support these, you support growth - every day.

Sources

• Amabile, T., & Kramer, S. (2011). The Progress Principle.

• Ryan, R. M., & Deci, E. L. (2017). Self-Determination Theory.

• Pink, D. H. (2009). Drive: The Surprising Truth About What Motivates Us.

• Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources Model. Journal of Managerial Psychology.