Book Review: DRIVE by Daniel H. Pink

Do you ever feel like no matter how many bonuses, gift cards or pizza parties you offer…your team’s motivation still fades?

You’re not alone. Daniel Pink’s book Drive explains exactly why this happens, and what leaders can do instead.

Yes, I know this book isn’t anything new and groundbreaking (it was written in 2009), but it’s the first time I’m reading it so it’s new to me!  It was an eye-opening read and led me to reflect on the different work environments I have experienced.

When it comes to motivating employees, especially in small businesses, the default tools often involve external rewards like gift cards, cash bonus awards and parties.

But as Daniel Pink outlines in Drive, these traditional carrots and sticks just don’t work the way we think they do - at least not in the long run. And for small businesses looking to build sustainable, people-first cultures, I highly recommend this book.

Daniel Pink breaks motivation into two categories:
- Extrinsic motivation – driven by external rewards and punishments
- Intrinsic motivation – fueled by internal desires: to grow, to contribute, to matter

The book dives into three pillars of intrinsic motivation:
- Autonomy – the desire to direct our own lives
- Mastery – the urge to get better at something that matters
- Purpose – the yearning to be part of something larger than ourselves

✨ Autonomy
In small businesses, agility is an asset but it can also lead to micromanagement or confusion. When leaders give their people real ownership of projects and decisions (with clarity and trust), motivation skyrockets.

✨ Mastery
Small businesses can’t always compete with corporate perks, but they can create environments where learning is valued and celebrated. Employees stay when they feel like they’re growing. This doesn’t require massive training budgets, just regular feedback, cross-training, and the space to stretch into new roles.

✨ Purpose
This one is my favorite. Most people don’t just want a paycheck. They want to be part of something meaningful. In a small business, this is your superpower - you’re often close to the mission. But it’s up to leadership to connect the dots between day-to-day work and the bigger picture.

So what does this all mean for recognition and rewards? It means we need to move beyond the one-size-fits-all perks and start thinking about what truly matters to our people.

A few questions I encourage leaders to ask:
Are we recognizing progress towards mastery and not just final results?
Are we offering flexibility and trust in how work gets done?
Are we helping employees see how their contributions serve a bigger purpose?

And if you're ready to take the next step toward a purpose-driven, high performing culture, let's talk!