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…on creative tasks in particular, some research suggests that people perform more innovatively when they are offered no extrinsic rewards; offering them a reward can actually reduce their creativity.

…extrinsic motivation that’s controlling is still detrimental to creativity, but extrinsic motivators that reinforce intrinsic drives can be highly effective.

Extrinsic motivators may be, by definition, the only type that a company can offer employees, but most companies do it about as poorly as they can.

Research shows that more extrinsic rewards do not add up to greater inner drive. In fact, they have the opposite effect – a decline in intrinsic motivation.

…[extrinsic rewards], when used as a primary means of incentivizing behavior in a work environment, can’t and don’t breed trust, loyalty or commitment.

If we let our desire for more and more extrinsic rewards monopolize our time and attention, it prevent sus from engaging in autotelic activities that would actually increase our happiness.

As long as we’re focused on intrinsic and not extrinsic reward, we never run out of the raw materials for making our own happiness.

…exposing people to money affects their attitudes and [indicates] that extrinsic rewards are not effective to make your startup endure.

…extrinsic focusing on trouncing the competition or a monetary reward can actually decrease our intrinsic motivation to pursue a goal.

…if extrinsic motivators are extremely strong and salient, they can undermine intrinsic motivation; when this happens, creativity can suffer.