Motivation in simple psychological terms is the reason why we do something. Motivation can be extrinsic or intrinsic; when thinking about safety behaviours it is important to understand the difference between these types of motivation.
We’ve all seen attempts to harness extrinsic motivation to improve safety. The introduction of a reward for working safely or utilising a safety tool create extrinsic motivation, people are motivated to work safely or conduct a safety intervention in order to obtain the reward. Perhaps even more frequently we’ve also seen punishment used as an extrinsic motivator with harsh punishments for unsafe behaviours or the removal of a benefit, possibly a bonus payment or even the monthly team barbecue.
Extrinsic motivators very often work, in the short-term an extrinsic motivator can be used to encourage staff to modify their behaviour. In the long-term extrinsic motivation is far less likely to be successful and can quite often have the reverse effect. Repeated psychological studies have identified that when a positive reward is used to achieve a behaviour change the focus of the participants is on the reward, and that when the reward is removed the behaviour change does not stick. Where negative consequences are used as extrinsic motivation it promotes non-reporting of safety incidents or encourages safety issues being downplayed or hidden.
Intrinsic motivation comes from within. Someone who is intrinsically motivated wants to work safely not for a reward or to avoid punishment but because they are motivated by beliefs, values, a desire to be safe, respect for their team, pride in their work or a combination of these. Intrinsic motivation can usually be found behind any great success story, whether it is an individual sporting achievement, a high performing company or an epic journey. Intrinsic motivation is what keeps us conscientiously doing the right thing even when no-one is watching, just because it is the right thing.
Intrinsic motivation can’t be turned on and off with a switch, so how can we encourage others to be intrinsically motivated to work safely. Positive engagement is a key factor in fostering intrinsic motivation. Staff who understand the importance of their role and the importance of working safely are more likely to be intrinsically motivated, especially if these messages are conveyed personally by leaders. Staff who feel that their opinions are valued and who have a say in how work is completed are more likely to be intrinsically motivated. There is no short-cut to intrinsic motivation.
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