Horizon Point Consulting

Tag: motivation

  • Side Gigs as a Path to Purpose, Growth and Motivation

    Side Gigs as a Path to Purpose, Growth and Motivation

    In our first post in this series, Should I Let My Employees Have Side Gigs? we explored whether leaders should encourage or discourage employees who want to work outside of their full-time role. We looked at the benefits and the risks, both for employees and organizations. (We’re not the only ones, by the way. See: Forbes.)

    Now let’s turn the focus to why side gigs matter to so many people on a personal level. Some individuals will never find complete fulfillment in a single, full-time job. Stability and a paycheck may be there, but motivation and meaning may be missing. Side gigs often fill that gap.

    Why full-time jobs sometimes fall short

    Herzberg’s Theory of Motivation, which we covered in What Really Motivates Employees, provides insight into why this happens. He separates job factors into two categories:

    • Hygiene factors like pay, job security, company policies and working conditions. These prevent dissatisfaction but do not inspire true motivation.

    • Motivators like achievement, growth, recognition, responsibility and the work itself. These create satisfaction and engagement.

    Most full-time jobs deliver hygiene fairly well. Where they often fall short is in the motivators. Employees may have a steady salary and benefits but little opportunity for growth or recognition. They may feel disconnected from the work itself.

    Daniel Pink’s DRIVE model highlights three elements that lead to lasting motivation:

    • Autonomy: The freedom to choose what you work on, how you do it and when.

    • Mastery: The desire to get better at something that matters.

    • Purpose: The sense that your work contributes to something larger than yourself.

    When we look at side gigs through this lens, it is easy to see why they are so fulfilling.

    How side gigs meet the need for autonomy, mastery and purpose

    Side gigs can provide the motivators that full-time roles may lack.

    • Autonomy: With a side gig, you decide what to pursue. You choose your projects, your schedule and your approach. That freedom can feel refreshing compared to the structure of a 9-to-5.

    • Mastery: Side gigs often require you to stretch, learn new skills and grow. Progress is easier to see, and small wins build confidence.

    • Purpose: Most side gigs start with passion. People choose to spend extra time on something that matters to them, whether that is serving others, creating something new or pursuing a hobby that brings joy.

    This combination is powerful. It explains why someone may be energized by work on nights and weekends even when their main job leaves them drained. Tip: Take the DRIVE Self-Survey here!

    Things to keep in mind

    Herzberg reminds us that hygiene factors still matter. If a side gig causes stress, burnout or financial instability, the motivators lose their power. A few important reminders:

    • Protect your time and energy so your side gig enhances life instead of overwhelming it.

    • Be realistic about money. Side income can be inconsistent, so it should supplement rather than replace financial security unless carefully planned.

    • Stay aware of employer policies. Transparency can help avoid conflicts of interest.

    • Choose quality over quantity. One meaningful side gig is better than several that do not bring growth or purpose.

    For those who will never be fully satisfied with one job

    The truth is that some people simply need more than one role to feel whole. A single job, no matter how good, may never meet their need for autonomy, mastery and purpose. Side gigs are not just “extra work” for them. They are the work that makes life feel meaningful.

    Take-away tips

    If you are considering a side gig, or already have one, here are a few ways to make sure it adds to your fulfillment:

    1. Choose something that aligns with your values and interests.

    2. Set aside time so you can build skill and see progress.

    3. Create boundaries so the side gig supports, rather than drains, your well-being.

    4. Share your work and seek feedback so recognition and growth are part of the journey.

    5. Revisit your goals regularly to be sure the work is still meaningful.

    Side gigs give people an outlet to find the motivation and satisfaction that full-time jobs may not deliver. They create space for autonomy, mastery and purpose, and they often provide the true motivators Herzberg described. For many, that makes side gigs not optional, but essential.

    Stay tuned for the next post in this series, where Taylor will work through a Start, Stop, Stay activity related to side gigs.

  • What Really Motivates Employees? Lessons from Herzberg

    What Really Motivates Employees? Lessons from Herzberg

    What really motivates employees? We don’t have a straight answer for you, but we do love a good organizational psychology theory that stands the test of time—and Herzberg’s Two-Factor Theory of Motivation. We aren’t ready to talk about what really motivates employees until we’ve talked about what doesn’t unmotivate them (yes, we know that’s a double negative and that unmotivate isn’t a real word, but stay with us.)

    Simply Psychology puts it like this:

    Herzberg’s two-factor theory suggests that job satisfaction is influenced by two categories:

    Motivators    , like recognition and achievement, lead to higher satisfaction and motivation.

    Hygiene factors, such as salary and working conditions, prevent dissatisfaction—but don’t necessarily inspire motivation.

    In other words, motivators spark engagement and growth, while hygiene factors help employees stay neutral rather than dissatisfied. According to Herzberg, what really motivates employees are factors that can’t meaningfully exist until hygiene factors are taken care of. Both hygiene factors and motivating factors are necessary to create a productive and fulfilling work environment.

    Yikes, I’m a supervisor!

    If you’re in a supervisory role, this might sound a little discouraging—are you only responsible for preventing dissatisfaction? Can’t you inspire motivation too?

    We think you can. In fact, we’d argue that the ability to influence motivators is what helps a supervisor become a leader.

    What Really Motivates Employees: In Practice

    Here are a few practical ways you can move beyond maintenance and actually create a motivating workplace:

    1. Get to Know What Drives Each Employee
    Want to know what really motivates employees? Ask them.

    Different motivators resonate with different people. Start with our Motivation Checklist to understand what matters most to your team.

    We often use this in conjunction with DiSC training, which we highly recommend for new teams or teams experiencing disconnect. 

    2. Hold Meaningful One-on-Ones
    Use regular one-on-one conversations to explore motivators and check on hygiene factors. Ask questions like:

    • What are your career goals?
    • What kind of work energizes you—and what drains you?
    • How do you prefer to be recognized?

    Need help? Try our printable conversation cards designed for intentional check-ins. We also recommend cards from The Unstuck Box.

    3. Don’t Ignore Hygiene Factors
    In your one-on-ones, also check on basic needs:

    • Are tools, resources, and safety measures in place?
    • Are personal challenges affecting work?
    • Are compensation or benefits a concern? (Make this a point of discussion at least once or twice a year.)

    4. Support Development and Growth
    Create personal development plans that encourage ownership and responsibility. We use the Leaders as Career Agents process to guide these conversations.

    Leaders as a Bridge to Satisfaction

    Leaders who consistently invest time in these actions are more than just supervisors—they become the bridge between employee potential and job satisfaction. So… what really motivates employees? It doesn’t require big budgets or elaborate programs—just intentional conversations, consistent follow-through, and a commitment to growth.

    How are you creating engaging work environments?

    We’d love to hear what works for you.