Inspire change from the inside out

If your business is going through a transformation, your people aren’t just along for the ride - they are the transformation. Because unless employees change how they work, no new strategy, tech platform, or process will land. That’s why employee motivation matters more than ever during periods of change.

But motivation alone isn’t enough. People also need the capability to move in a new direction. That’s where learning comes in - it’s how you equip teams with the skills to keep up with change. But for learning interventions to work, they have to motivate people. They have to feel relevant, energising and worth their time. And that means understanding what really drives people.

Intrinsic motivation is the game-changer

Extrinsic ‘carrot and stick’ motivators tend to work well for simple, repetitive tasks. But we’ve got AI for those. Modern work tends to be conceptual, and demands problem-solving, creativity, emotional intelligence - things that are harder to measure and harder to inspire with extrinsic bonuses or targets.For this kind of work, intrinsic motivation is far more effective. That’s the internal drive to learn, improve, and do something meaningful. The key ingredients? Autonomy, mastery and purpose.

1. Autonomy: Give people more control

When we feel in charge of our own choices, we show up differently. Engagement increases. So does creativity. Autonomy gives people the space to care, and that’s a powerful starting point for change.

So how do you build autonomy into learning and development?

• Offer choice. A mandatory, step-locked module is the opposite of autonomy. Instead, provide options and allow people the flexibility to choose how they engage. It all makes a difference.
• Market your learning - hard! Engage advocates. Create a buzz. Get people talking. That way, people will want to access the learning, rather than feeling like it’s being forced onto them.

2. Mastery: Help people get better at stuff that matters

We’re hardwired to want to improve, whether it’s in music, sport, or the workplace. That desire to master something meaningful is a huge motivator. But for it to work, the learning experience needs to feel relevant and practical.

Try this:

• Lead with application. Don’t just tell people what they’re learning — show them why it matters and how they’ll use it. Whether it’s a simulation, a role play or on-the-job coaching, practice makes progress.
• ‍Show visible progress. Ticking something off a list. Watching a progress bar fill. These little wins feel good and they keep people coming back for more.

During change, when everything can feel unfamiliar or uncertain, that sense of progress helps build confidence and momentum.

3. Purpose: Make the work feel meaningful

We all want to feel like what we’re doing matters. That we’re part of something bigger than ourselves. When you connect people to a meaningful purpose, it helps them push through uncertainty and stay focused on the bigger picture.

Here’s how:

• Share the ‘why’. Don’t keep the strategic stuff at the top. Help every employee see the bigger reason behind what they’re being asked to learn or do. Maybe a new process is key to staying competitive. Maybe it’s about building a more ethical culture. Whatever it is - say it.
• ‍Invite personal commitment. Motivation deepens when people feel like they can make a difference. Ask employees to make their own pledges towards the goal. Make it tangible. Make it theirs.

When you understand what drives people, you unlock their potential

In times of change, motivation isn’t a ‘nice to have’. It’s what turns a strategy into action. By building in autonomy, mastery and purpose, you can inspire your teams from the inside out, giving them the drive they need to lead change, not just survive it.