What motivates your learners to apply your training back on the job? That is the question we always ask when building a Mindmarker training reinforcement program. Motivation to achieve results depends on several different factors.
There are many different training motivation factors to consider, such as:
- Timing: The moment you deliver a message is important. It’s useless to emphasize pitfalls when there is not enough awareness yet.
- Content: The content in your training programs can also create (or decrease) motivation. We’ve developed a methodology utilizes the right content at exactly the right time to achieve reinforcement objectives.
By understanding what motivation is and how it works, your organization can create an effective training reinforcement program with high participation rates and engagement.
What is Intrinsic Motivation?
Intrinsic motivation is defined as:
“Intrinsic motivation refers to behavior that is driven by internal rewards. In other words, the motivation to engage in a behavior arises from within the individual because it is intrinsically rewarding.”
When building your reinforcement program, we suggest you take Weinberg & Gould’s theory into consideration.
Weinberg & Gould's theory includes 3 types of intrinsic motivators:
1. Knowledge - Learners have a genuine thirst for new knowledge. Learners long to know more about a new topic, which is why we suggest adding additional learning materials and resources in additional to the content of your program.
2. Accomplishment - Learners feel motivated by their accomplishments. Creating and developing quiz questions and displaying points through a leaderboard helps to feed this type of intrinsic motivation.
3. Stimulation - Learners are motivated by stimulation. Creating assignments and developing self-evaluations helps to increase learner engagement.
What About Extrinsic Motivation?
In addition to intrinsic motivation, extrinsic motivation also plays an important role.
Extrinsic motivation can be defined as:
“Extrinsic motivation refers to behavior that is driven by external rewards such as money, fame, grades, and praise. This type of motivation arises from outside the individual, as opposed to intrinsic motivation, which originates inside of the individual.”
There are several types of extrinsic rewards, but we focus on only these key three:
- Completion contingent rewards - Rewards given for completing a task
- Performance contingent rewards - Performance-based rewards
- Unexpected rewards - Rewards given unexpectedly
When creating a reinforcement program, you should make sure that it includes a balanced rewards system with a combination of completion and performance rewards.
There is also a sub-category of performance rewards: competitive rewards. When learners are motivated by their competitive drive to beat peers' performance in the game, they are more likely to apply lessons learned. When the leaderboard is used correctly, it will motivate learners to continue down the ideal learning path.
The last type of reward we use for training motivation is an unexpected reward. This is when learners receive a reward after performing a certain behavior, but they were not expecting to receive the reward. Unexpected rewards are very effective. Think about the last time you received an unexpected reward. How did it affect your motivation?
Learn more about how to address and close the motivation gap in our step-by-step guide. Download the 10-Step Guide to Determine Your Reinforcement Objectives.