It’s a myth that you don’t have to market internal courses to your team members. In reality, motivating employees to get excited about learning is critical to the ongoing growth and success of your business.
Consider these statistics:
We know that high-quality learning programs increase team member engagement. We also know that well-trained, competent, and capable team members are more likely to stick around and add value to your company.
So, how do you "sell" your training to them and engage them in your company’s learning program?
Before we answer that big question, let’s examine the behavioral psychology behind people’s motivation to learn.
Intrinsic and extrinsic motivation are the forces that drive a person’s behavior. As the words indicate, intrinsic motivation comes from within. A person engages in a behavior because they find it rewarding. They are performing an activity for its own sake rather than from the desire to receive an external reward.
Extrinsic motivation is when a person is motivated to perform a behavior or engage in an activity to earn a reward (or avoid punishment!)
Let’s take a look at two examples.
Sarah is a sales consultant with a natural curiosity and a love for learning. She is fascinated by how different industries operate and the science of sales management. She enjoys understanding the intricacies of client relationships, sales strategies, and product knowledge.
Sarah discovers an online course about advanced B2B sales techniques. Her workplace does not offer an external reward for completing the course—no bonuses, extra time off, or even a certificate. However, Sarah decides to enroll anyway.
Why? Because she genuinely enjoys learning new things and improving her skills. The knowledge itself is the reward for Sarah. She finds the content fascinating and feels a sense of personal accomplishment as she progresses through the modules. Every new sales technique she learns feels like a small victory, and she’s excited to apply these strategies in her job to see how they can help her close deals more effectively and build stronger client relationships.
Sarah’s motivation to complete the course is intrinsic. She’s driven by her internal desire to learn and grow, not by any external rewards. The joy of learning and the satisfaction of personal growth are all the incentives she needs to dive into the course and excel.
This motivation often leads to deeper engagement with the material and a more lasting impact on her skills and knowledge.
Alex works in a retail store and has a knack for customer service. While he enjoys his job, what really drives him is the tangible rewards he can earn.
One day, Alex's manager announces a new incentive program tied to some online sales techniques courses that they are about to roll out to the business. This time, there’s a twist: anyone who completes the courses within the required time frame will earn points. These points can be redeemed in-store for merchandise, gift cards, or special discounts.
Alex is excited by this and begins his training almost immediately.
Why? Because the external rewards are highly motivating for him. The thought of earning points that he can use to get his favorite items from the store excites Alex. He sees the courses as a clear pathway to achieving these rewards. As he completes the content, he keeps his eyes on the prize, staying focused and engaged because he knows there’s a reward waiting for him at the end.
Alex’s motivation to complete these courses is extrinsic. He’s driven by external rewards rather than an internal desire to learn. The prospect of earning points to redeem in-store is all the incentive he needs to dive into the courses and succeed. The external rewards provide the push he needs to engage fully with the learning material and apply what he learns to improve his performance at work.
This motivation often leads to a solid commitment to completing the task, especially when the rewards are significant and clearly defined.
Extrinsic and intrinsic motivation both play significant roles in learning. Many would argue that education's traditional emphasis on external rewards like grades, report cards, and gold stars might undermine a learner’s internal motivation.
On the other hand, others would suggest that extrinsic motivators do not necessarily reduce internal motivation when they are used to indicate a person has performed well. In these situations, extrinsic rewards can help learners feel proud and competent, which increases their enjoyment of the task and the likelihood of being internally motivated in the future.
Ultimately, what truly matters in your business is that your team is motivated to learn and grow, regardless of the method you use to encourage them. Whether they’re intrinsically motivated and driven by a genuine love for gaining knowledge, or extrinsically motivated, where tangible rewards like bonuses, promotions, or points systems come into play, the goal remains the same: enhancing skills and knowledge.
The important thing is to create an environment where learning is valued and actively pursued.
When you create a culture that prioritizes continuous improvement, you'll ensure your team is equipped with the skills needed to drive your business forward, leading to better performance, higher job satisfaction, and a more dynamic workplace.
Tangible rewards, paired with recognition of the impact of learning on their professional development, can be powerful motivators both in the short and long term.
Rewards can range from bonuses and time off to small rewards like gift cards or public recognition. When team members know there’s a reward waiting for them, they're more likely to enthusiastically dive into learning. This boosts their performance, their confidence, and their job satisfaction.
With the RedSeed ‘Rewards’ feature, learners can accumulate points for every training activity they complete on the RedSeed platform. These points can then be redeemed for a reward determined by your organization.
Enhances skills and knowledge
Team members gain new skills and knowledge faster when they are motivated to learn. This means they can handle their tasks more efficiently and contribute fresh ideas. It's a win for them as they grow professionally and a win for the company as it benefits from their enhanced abilities.
Fosters a positive culture
Incentivizing learning helps create a positive workplace culture. When team members see that their growth is valued, they feel appreciated and motivated. This sense of recognition fosters a supportive and collaborative environment where everyone is eager to help each other succeed.
Builds team morale
Imagine the buzz around the office when someone completes a learning module and gets a reward. It’s contagious! Others will want to join in, leading to a collective boost in morale. Celebrating these small victories brings the team closer and makes the workplace more enjoyable.
Encourages continuous improvement
When team members know there’s always something to strive for, they’re more likely to stay engaged and committed to their personal and professional development. This ongoing growth keeps the company dynamic and innovative.
Incentivizing learning is a simple yet powerful strategy. It boosts individual growth and enhances the overall workplace culture. When team members feel motivated and valued, they’re happier and more productive.
So, let’s start rewarding learning and watch your team's engagement in learning soar!
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