How Self-Determination Can Boost Satisfaction at Work

Settling into a job that pays the bills can offer security but may fail to give you a sense of lasting satisfaction. While compensation and work hours matter, we often discount key psychological needs that influence work satisfaction and impact our productivity and commitment to work. When we focus on attaining external work rewards (e.g., pay, schedule, evaluations), we sometimes undermine the importance of self-generated motivation. When a check becomes the only thing that gets you up in the morning, motivation and productivity can quickly wane and be replaced by guilt, shame, and anxiety surrounding the workplace.

Many people struggle with low motivation but blame themselves for the lack of energy they bring to work. All too often we internalize these emotions and experience a sense of inadequacy and failure. In fact, many of my patients frame a lack of energy at work as poor behavioral self-regulation on their part or even laziness. In reality, the neuropsychological mechanisms of motivation are a lot more complex.

Self-determination as a tool to increase motivation

Research suggests that psychological needs are at the heart of motivation and if those needs aren’t met, our mental health and well-being may suffer. But there’s a way to increase motivation and boost our productivity at work. According to Self-Determination Theory (SDT), in order to achieve optimal motivation our work conditions need to satisfy three basic needs:

1. Competence: Are you using your skills and knowledge well at work? Are you seeking out challenges? Is there an opportunity for growth?
2. Autonomy: Do you have the freedom to work in a way that suits you? Does your work provide you with a structure that supports autonomy?
3. Relatedness: How connected are you to the people you interact with? Is there meaningful exchange amongst colleagues or with clients?

Given the number of hours we spend at work, we can benefit from using a self-determination approach to boost our motivation and establish daily habits that help us gain greater satisfaction from our work.

Firstly, it’s important to consider how well our work conditions support our personal growth across the three SDT categories. Secondly, we need to identify ways to achieve greater competence, autonomy, and relatedness at work. Picking up new skills or mingling with coworkers might seem too far outside of your comfort zone or might simply require more energy than you have been able to muster. Sometimes tasks just seem difficult or unrewarding. There is no doubt that getting started is the hardest step when implementing change. Falling into a passive pattern has negative effects that fuel self-doubt and can make you feel stuck. People around you might notice a lack of productivity and react with concern or disapproval. The result of prolonged inaction, more often than not, is that our self-esteem suffers and we wonder whether change is possible for us at all. After a while, we might believe that we really are incapable and unproductive. It’s important that you don’t shame yourself into action and self-discipline. Rather, focus on the reward. I urge my patients to acknowledge the inner tension early on and take gentle but meaningful action.

How to use SDT at work

Focusing on the three SDT needs doesn't just increase motivation but can also boost self-confidence. A useful start is to simply imagine the benefits of feeling more energized, positive, and productive at work.

1. How would it feel to wake up in the morning knowing that you have every intention to make valid and important contributions at work? That your time and efforts are appreciated and part of a project more meaningful than simply punching your ticket 9 to 5?
2. Next, identify one simple change that would allow you to express greater competence and autonomy at work. What are opportunities to connect with other people and build a network? This could be as structured as a company training event or as simple as asking a colleague to meet over lunch.
3. Lastly, let other people know about the changes you envision and discuss specific ideas. This last step generates support and helps you stay accountable for the changes that will allow you to grow.

Once you gain greater self-determination at work, it will serve as a positive feedback loop, which means that the experience will motivate you to generate more change in the future.