Rewards Can Kill True Motivation | Generated by AI
Question: If we have external awards like money or fame, does that make motivation better?
Answer:
The short answer: not necessarily, and it can actually make things worse for creative work like software projects.
The Paradox: External Rewards Can Undermine Motivation
Research has found that giving external rewards for activities people already enjoy can actually reduce their intrinsic motivation—scientists call this the “overjustification effect”. When you introduce money or fame as the goal, you shift your focus away from why you actually cared about the project in the first place.
For creative work specifically, researcher Teresa Amabile suspected that external rewards—things like money, praise, fame, and grades—do not promote creativity, and that internal motivation enhances creativity. In her study with experienced writers, those driven by intrinsic motivation produced more creative and original work, while external rewards may hinder creativity as they can shift focus away from intrinsic enjoyment and satisfaction of the activity.
Why External Rewards Can Backfire
Overemphasis on external rewards can undermine internal motivation, a phenomenon known as the “overjustification effect.” Conversely, relying solely on internal incentives may not be sufficient in all contexts, particularly where immediate results are required or in competitive environments.
Think of it this way: If you start building a project for the joy of creating and improving it, adding financial incentives can change your thinking. Now you’re wondering “Will this feature make money?” instead of “Do I actually need this feature?” This can kill the authenticity and creativity of your work.
If a company solely offers monetary bonuses for new ideas, employees may focus only on the ideas they believe will be rewarded, potentially stifling creativity. The same applies to your software projects—chase money or fame and you lose the creative freedom.
The Real Motivation Drivers
Three elements drive lasting internal motivation: autonomy, purpose, and mastery. Research consistently shows that people who are driven from within not only feel more satisfied but also deliver superior work.
For your software projects, this means:
- Autonomy: You choose what to build and how
- Purpose: You’re solving a real problem (for yourself first)
- Mastery: You’re learning and improving your skills
The Balance: When External Rewards Work
The most effective organizations balance external incentives with intrinsic motivators like purpose, growth, and autonomy. When rewards reinforce, not replace internal motivation and reflect genuine values, they build lasting engagement and trust.
If money or fame arrives as a result of finishing something you’re genuinely excited about, that’s fine. But if you chase money or fame first, you’ll abandon the project when:
- The money doesn’t come quick enough
- Fame doesn’t materialize
- You realize you don’t actually care about the problem
Practical Takeaway
Keep external rewards as a side benefit, not the primary goal. Build your blog because you use it and enjoy improving it. If that project eventually brings recognition or income, great—but that’s secondary. The moment you flip it around (building for the money/fame instead of using your own project), you weaken your motivation and reduce the quality of what you create.
Your original instinct is right: build what you need, for yourself first. The external rewards, if they come, are a bonus—not the engine.
References:
- https://www.infeedo.ai/blog/intrinsic-motivation-vs-money
- https://www.mivation.com/blog/motivation
- https://askfilo.com/user-question-answers-statistics/rewards-and-creativity-do-external-rewards-things-like-money-35383231363236
- https://brainly.com/question/10952108
- https://www.fastercapital.com/content/Motivation-Techniques–Reward-Systems—The-Right-Rewards–Systems-That-Motivate-and-Encourage.html
- https://www.vantagecircle.com/en/blog/extrinsic-rewards/