In this article, we argue for the reconceptualization of the control–freedom paradox in managing and motivating innovators. We call for conceptually separating managerial control and the consideration of organizational benefit, and caution that treating them as synonymous can lead managers to protect innovators from the very factors that support their intrinsic motivation. We draw attention to the dual motivational drivers of innovators, namely personal interest and organizational benefit, and discuss how they interact in defining the level of innovators’ intrinsic motivation toward creative efforts. In so doing, we draw attention to the paradoxical nature of creative freedom: While the need to contribute to organizational benefit sets boundaries for creative action taken in an organizational context, it is simultaneously essential for the sense of autonomy experienced by innovators. Our findings contribute to the paradox studies of innovation, creativity, and innovation management, research on the complexity of intrinsic motivation as well as studies of change processes in organizations.