When Rewards Dampen Passion – Lessons from the Soma Experiment and Human Motivation

Why do rewards – seemingly positive – cause us to lose our initial enthusiasm? In an era where businesses are shifting towards sustainable development, mental well-being and ESG (Environmental, Social, Governance) strategies have become priorities. But at the heart of every effort – is people. And to manage people effectively, we must understand what truly motivates them to work.

When Rewards Extinguish Passion – Lessons from the Soma Experiment

When Rewards Extinguish Passion

The story of the Soma Experiment and the fragility of human motivation

What truly drives people to act?

In an era where well-being and ESG strategies in HR are increasingly valued, understanding human motivation is a key factor in building sustainable organizations. One of the most classic studies on this topic is Edward Deci's Soma Experiment.

📍 Experimental context

  • Day 1: Two groups played the Soma Puzzle game without rewards. Results: both were interested, focused, and enjoyed the process.
  • Day 2: Group A began receiving money each time they solved correctly. Group B still had no rewards. Results: Group A played more and their performance improved.
  • Day 3: No one was rewarded anymore. Results: Group B remained passionate about playing, Group A lost interest and became indifferent.
Deci wrote: “When you are paid to do something you originally love, you start to see it as ‘work for money’. And when the rewards disappear – the passion fades too.”

💔 When rewards extinguish passion

Rewards do not nurture intrinsic passion – they can kill it.

This is a profound message for both employees and managers. If rewards are the only reason to work, then when they vanish – motivation disappears too.

🎯 For employees – Are you living by passion or living to meet KPIs?

  • You once loved this job – now you just “chase KPIs”?
  • You once were creative – now you just work to avoid reminders?
  • You once felt excited – now you just wait for the Tet bonus?

If you see yourself here, perhaps external motivation has overshadowed your true internal motivation.

📌 The role of leadership & ESG in HR

As a leader or HR specialist, you may have thought:

  • “As long as there are rewards, employees will perform better.”
  • “We need rewards to encourage positive behavior.”

But science proves the truth: Money alone does not create sustainable motivation.

In the ESG model, the Social (S) factor includes:

  • Employee Experience (EX)
  • Well-being at work
  • Engagement and personal development

And that’s when we need to ask more meaningful questions:

  • “What skills do you want to learn in this project?”
  • “Where do you see your personal values reflected in your work?”
  • “How do you feel you are growing in this role?”

🧭 What does the organization need to nurture intrinsic motivation?

No need for huge rewards. The organization needs:

ESG & Well-being Factors Application Methods A sense of growth Assign challenging projects that fit strengths A culture of continuous learning Encourage try – fail – learn Recognition of personal value Timely and appropriate feedback Empowerment and autonomy Allow employees to decide working methods Connect personal values & organizational goals Regular dialogue, not just KPI reviews

🎙 Conclusion – Listen to true motivation

Are you doing this job out of passion – or just for the paycheck?

If rewards are the only thing holding you, perhaps you are moving away from the reason you originally started.

Remember: You deserve an environment where work is a journey of growth, not just a means to earn a living.

Main keywords: When rewards extinguish passion, intrinsic motivation, well-being at work, ESG in HR