(I007) Curiosity as Fuel
By Anette Lan, written on November 12, 2024
There’s something about the early hours of the morning that sparks my curiosity and pulls me out of bed. Questions that seem simple at first glance quickly lead me down a rabbit hole of insights. I’ll sit with them, meditate, and let them simmer until I know I need to put pen to paper.
One question that’s been on my mind lately: What kinds of compensation incentives truly motivate employees? What keeps people invested in their roles and wanting to stay long term?
What I’ve learned so far is that motivation isn’t one-size-fits-all. It’s personal, nuanced, and can be driven by many factors—financial, personal, or otherwise. I’m eager to learn more about which incentives have had the strongest impact on you. What kept you engaged and excited about your work? Share your thoughts in the comments below.
I recently came across something that sparked my curiosity further, but I can't seem to find it again: the anterior cingulate cortex (ACC)—a part of the brain involved in willpower and decision-making—might be linked to how we respond to incentives. Now, I’m no neuroscientist, so I’d love to hear from anyone who knows more about this. The more I think about it, the more I wonder how incentives influence our ability to motivate ourselves, and how that impacts employee retention.
The anterior cingulate cortex (ACC) plays a key role in decision-making, error correction, and conflict resolution. It’s also involved in willpower and focus on long-term goals. According to Daniel Coyle in *The Culture Code* and Adam Grant in *Think Again*, when employees feel safe and supported, their brains are less likely to trigger stress responses that hinder motivation. Instead, their brains engage areas linked to curiosity and sustained effort. This creates a cycle where willpower is fueled by both external rewards and a work environment that promotes trust, growth, and the freedom to adapt.
Incentives are more than just tools to keep employees in place—they’re a gateway to fostering human-centered innovation. How can leaders use this understanding to prioritize employee well-being as a strategic pillar, not just a perk?
So, I’m curious to hear from you:
What motivated you the most?
Which incentives made you feel valued and supported?
How do you think incentives could evolve to foster not just retention, but a meaningful connection between employees and their work?
While base pay, benefits, and traditional compensation models are certainly important, I’m more interested in what really ignites your inner drive—the factors that stir up your willpower and motivate you to give your full productivity. What is it that keeps you engaged and committed, going beyond just showing up?
In *The Culture Code*, Daniel Coyle shares key insights into how successful teams foster deep engagement and high performance. He highlights the importance of creating a safe environment where individuals feel secure enough to contribute openly, take risks, and make mistakes without fear of judgment. This sense of psychological safety is foundational for driving motivation and creativity. Coyle also emphasizes the power of vulnerability in leadership—when leaders model openness and share their own struggles, they build trust and strengthen team connections. He also underscores the importance of purpose and belonging—when employees are aligned with a larger organizational mission, their work feels meaningful. Lastly, continuous learning and constructive feedback are essential in maintaining momentum, as they encourage employees to grow and evolve within their roles. These principles align with fostering a culture that prioritizes well-being and development, reinforcing the need for leaders to build environments that engage and empower their teams.
More importantly, what incentives or recognition have empowered you to retain your unique strengths and brilliance, allowing you to stay connected to your work and your purpose? I’m exploring beyond the basic compensation structure and diving into the deeper drivers of sustained motivation and fulfillment. Here are some employee engagement benefits that can help unlock that potential:
Recognition Programs: Acknowledging achievements and milestones regularly.
Career Development Opportunities: Access to training and growth that aligns with personal and professional goals.
Work-Life Balance: Flexible hours or remote work options to help balance personal and professional life.
Health & Wellness Programs: Initiatives that prioritize mental, physical, and emotional well-being.
Employee Empowerment: Giving employees autonomy and decision-making power in their roles.
Purpose-Driven Work: Aligning individual work with a greater organizational mission that resonates with employees.
Collaborative Culture: Fostering a sense of community, trust, and support among peers.
What benefits or factors have you found most impactful in fueling your productivity and retaining your authentic self at work?
Comment below or tag a colleague that may have some insight!
References
Coyle, D. (2018). *The culture code: The secrets of highly successful groups*. Bantam.
Grant, A. (2021). *Think again: The power of knowing what you don’t know*. Viking.
