{"id":20542,"date":"2026-03-12T17:00:49","date_gmt":"2026-03-12T17:00:49","guid":{"rendered":"https:\/\/benefex-dev.local\/en\/2026\/03\/12\/what-drives-motivation-and-how-can-we-strengthen-it-with-the-right-benefits-strategy\/"},"modified":"2026-03-27T09:49:10","modified_gmt":"2026-03-27T09:49:10","slug":"what-drives-motivation-and-how-can-we-strengthen-it-with-the-right-benefits-strategy","status":"publish","type":"post","link":"https:\/\/benifex.com\/en\/what-drives-motivation-and-how-can-we-strengthen-it-with-the-right-benefits-strategy\/","title":{"rendered":"What\u00a0drives motivation \u2013 and\u00a0how\u00a0can\u00a0we\u00a0strengthen\u00a0it\u00a0with the right\u00a0benefits\u00a0strategy?"},"content":{"rendered":"

By Jenny Swartling Pizarro, Sales Lead, Public Sector at Benifex<\/span><\/em> <\/span><\/span><\/p>\n

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Motivation is one of the most powerful \u2013 and at the same time most complex \u2013 concepts in working life. We often talk about engagement, performance, and productivity. But at its core, it all comes down to one thing: what makes us want to do a good job \u2013 and continue doing it over time?<\/span> <\/span><\/p>\n

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In my role leading public sector sales at Benifex Sweden, I regularly meet organizations looking to strengthen their employee experience. One thing is clear: when we understand what truly drives motivation, we can build more attractive workplaces \u2013 where people want to perform and choose to stay.<\/span> <\/span><\/span><\/p>\n

So let\u2019s take a closer look at what influences motivation.<\/span> <\/span><\/p>\n

Two types of motivation<\/h2>\n

Motivation can be broadly divided into two main categories: intrinsic and extrinsic motivation. Both are important. But they function differently and influence us at different levels.<\/span> <\/span><\/span><\/p>\n

Intrinsic motivation<\/span><\/strong> is driven by internal factors, such as: \u201cI want to do this because I enjoy my job or value my employer,\u201d \u201cI find meaning in my work,\u201d or \u201cI feel proud of what I do.\u201d<\/span> <\/span><\/span><\/p>\n

This type of motivation is strong and often long-term. It is closely linked to purpose, pride, and a sense of belonging. It can be reinforced by benefits that support professional development, equality, career pathways, and flexible ways of working \u2013 as well as shared activities and employee associations. These initiatives strengthen belonging and social wellbeing, while also reinforcing culture and motivation.<\/span> <\/span><\/span><\/p>\n

I am also seeing more of our customers create dedicated pages in their benefits portals for employee associations and shared initiatives. This is no coincidence. It is a conscious effort to strengthen a sense of belonging and pride.<\/span> <\/span><\/span><\/p>\n

Extrinsic motivation<\/span><\/strong>, on the other hand, is driven by external incentives \u2013 such as rewards and other benefits that make everyday life easier and have a financial impact. Pensions, flexible working hours, and wellbeing allowances are common examples, as are benefits related to women\u2019s health and public transport.<\/span> <\/span><\/span><\/p>\n

In an increasingly financially pressured society, with rising living costs, these types of benefits are becoming more important than ever.<\/span> <\/span><\/p>\n

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How does this differ between the private and public sectors?<\/h2>\n

In our Swedish report, Pulsen p\u00e5 arbetslivet,<\/a> we see that engagement has generally decreased compared to the previous year.<\/span> <\/span><\/p>\n

Private sector: 78% (84% in 2024)<\/span> <\/span>
<\/span>Public sector: 81% (82% in 2024)<\/span> <\/span><\/span><\/p>\n

The public sector shows higher engagement than the private sector. At the same time, the private sector has a higher eNPS:<\/span> <\/span><\/span><\/p>\n

Private sector eNPS: 15 (15 in 2024)<\/span> <\/span>
<\/span>Public sector eNPS: 6 (-6 in 2024)<\/span><\/span> <\/span><\/p>\n

Why might this be?<\/span> <\/span><\/h2>\n

One possible explanation is that employees in the public sector are more strongly driven by intrinsic incentives, such as pride in contributing to society. Public sector employers have also become better at communicating purpose and societal impact. And purpose and meaning are powerful drivers of engagement.<\/span> <\/span><\/span><\/p>\n

In the private sector, we often see a greater focus on extrinsic incentives. This is understandable, as it can be easier to work structurally with bonus models and financial rewards. These types of incentives tend to have a clear impact on eNPS \u2013 in other words, employees\u2019 willingness to recommend their employer. And that matters because advocacy strengthens an employer’s brand and attractiveness.<\/span> <\/span><\/p>\n

The power of combining both<\/h2>\n

So, what happens when we successfully combine these two types of incentives? It can become a true catalyst for motivation and engagement. When employees experience both meaning and pride, while also feeling fairly rewarded with attractive conditions, a powerful combination emerges \u2013 one that drives both performance and loyalty.<\/span> <\/span><\/span><\/p>\n

Here are some practical ways to approach this:<\/span> <\/span><\/span><\/p>\n