5 ways to motivate employees to learn dashe thomson

8/11/2019 5 Ways to Motivate Employees to Learn Dashe Thomson

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5 WaysTo Motivate

Employees To Learn

(without rewards)

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How To Motivate Employees Without Re

5 Ways To Engage Employees

Why Does Training Fail?Do you ever wonder why some training initiatives work while others collect virtual dust? It

isnt by accident. Forward thinking companies take a deliberate approach in developing

their employees. With the increasing rate of change in the world, survival and growth

requires knowing how to cultivate, develop, and inspire employee skill development. When

it comes to employee training, you can bribe and coerce employees or you can inspire

them. While the carrot and stick model of motivation is expensive and short-lived, tapping

the internal motivation within every employee will get you far lasting results from more

energized employees.

The Purpose of This GuideThe purpose of this guide is to provide you with a variety of methods for inspiring and

engaging your employees in the learning process. We believe employees are the greatest

resource behind every company. Yet, unlike most valuable resources, employees at many

organizations are a typically untapped mine of potential. To get the most out of employees,

its up to the organization to promote and inspire employee growth with learning and

development.

This guide will provide you with !ve tactics for building intrinsic motivation in your

employees. The best tactic for your organization depends on a variety of factors, but

regardless of your unique situation, each tactic should inspire you to encourage and

promote employee learning and growth within your organization.

Take away my people b

factories, and soon gras

factory!oors. Take awaybut leave my people, an

have a new and better f

Andrew Carnegie, Nineteenth

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Commitment and ConsistenHow To Motivate Employees Without Rewards

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The Power of Commitment and Consis

In the mid-1960s, psychologists Jonathan Freedmand

conducted an experiment that showed the power of c

researchers canvassing door-to-door in a residential s

asking homeowners if they could put a giant billboard

CAREFULLY in their front lawn. 83% of the homeowne

request.

With a similar group, they took a di"erent approach. A

the homeowners, the researchers asked them to sign

favored keeping California beautiful. Two weeks lateresearcher asked them if theyd be willing to put the D

billboard in their front lawn. About half of these peop

request despite the earlier request having nothing to d

Signing the earlier petition changed the view the home

themselves. Suddenly they saw themselves as the typ

advocates on behalf of causes. To keep a consistent vi

they agreed to put up the billboard in their lawns whe

before.

Once we have made a choice or taken

a stand, we will encounter personal

and interpersonal pressures to behave

consistently with that commitment.

Those pressures will cause us torespond in ways that justify our earlier

decision.

- Robert Cialdini, In!uence

A brief overview

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Using Commitment and Consistency with e

1

Begin With Commitment

Send out a small questionnaire before

asking learners to rate a variety of thi

Becoming more skilled at my job is im

2

Show Progress

Enable the learner to see the progress

how many courses theyve completed,

or skills theyve acquired.

3

Get Written Feedback on the

If feedback on the eLearning course is

in a way thats consistent with that fee

that the course is an excellent way to

this commitment to belief is likely to b

Theyll be more interested in future co

consistent with their belief that the les

of writing down positive feedback also

Until one is committed, there is

hesitancy, the chance to draw back,

always ine!ectiveness. Concerning

all acts of initiative (and creation),

there is one elementary truth the

ignorance of which kills countlessideas and splendid plans: that the

moment one de"nitely commits

oneself, the providence moves too. W. H. Murray,mountaineer and writer

How To Motivate Employees Without Rewards

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Social ProofHow To Motivate Employees Without Rewards

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The Power of Social Proof

I was recently the first customer at a co!ee shop

opened in the morning. As I was paying for the co

interesting that the tip jar already had a few dollar

like many people, have discovered the power of s

influencing behavior.

When we arent sure about what to do in a situati

think that we gather research and make an object

based upon what we find. The reality is that we of

around us as a guide. If theyre engaging in an acthat they must have information we dont. Therefo

the shortcut of replicating their behavior.

The impact of social proof permeates numerous a

including behavior at work. Good training and eLe

become contagious, although this also means tha

designed training and lack of engagement also sp


We will use the actions of others to decide on

proper behavior for ourselves,especially when

we view those others as similar to ourselves.- Robert Cialdini,In#uence

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ScarcityHow To Motivate Employees Without Rewards

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The Power of Scarcity

Ever wonder why the McRib at McDonalds is so

was !rst introduced nationwide, it was a #op. Ev

McDonalds retired the mostly porkless pork san

later, McDonalds gave it another try. The only d

time they limited its availability.

Instead of the McRib being ubiquitous, it was onselect markets certain times of the year. No one

was going to be around so people felt motivated

before missing the opportunity. Before long, sal

the McRib became a viral sensation.

While eLearning grants the opportunity to easily

unlimited number of learners with access to a v

carefully utilizing scarcity can dramatically incre

and learner engagement.

Opportunities seem more valuable to us when their availability is lim- Robert Cialdini,In#uence

A brief overview

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Using Scarcity with eLearning

1

Use Time Constraints

Experiment with only allowing access

a few weeks at a time. The feeling tha

taken away motivates people to make

2

Limit Course AccessPeople want to leap before they can w

higher level courses to only people wh

requisite courses. This also leverages and progress which will stimulate furt

3Reward Early Adopters

Limit course access to the first (insert

people to sign up. By limiting course a

motivated to sign up instead of risking

The way to love

anything is to realize

that it may be lost.- GK Chesterton, Philosopher


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Provide a Reason WhyHow To Motivate Employees Without Rewards

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The Power of Why

Harvard social psychologist Ellen Langer conducte

examine the impact of providing a reason why fo

response. For her experiment, she asked people w

use the photocopier at a library: Excuse me, I have

use the Xerox machine because Im in a rush? The si

reason produced a 94% success rate compared to

rate of only asking: Excuse me, I have!ve pages. M

machine?

Beyond proving that the word because is incredi

study con!rmed a basic tenet of human naturew

reasons for doing things.

With eLearning and corporate training, its temptin

a knowledge dump of content to learners, which m

do with minimal results. The companies that see m

improvement in employee performance inspire le

providing a speci!c reason whythe training is imp

Life is not primarily a quest for

pleasure, as Freud believed, or a

quest for power, as Alfred Adler

taught, but a quest for meaning. The

greatest task for any person is to"nd

meaning in his or her life.- Viktor Frankl,Mans Search for Meaning

A brief overview

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Using The Power of Why With eLear

1

Give Employees A Reason WhIf youd like to inspire employees towa

providing a reason why the learning is

emotionally engaging employees. The

impact the employee directly.

2

Remind Employees Of The PuDuring long periods of learning anyth

of the overarching purpose. Keep emp

moving toward the end goal by providimportance of what theyre learning.

3

Connect Learning To Job FuncOne way to inspire and motivate emplo

learning directly with their role, showin

the course will be beneficial in helping

their position.

A well-known principle of human

behavior says that when we ask

someone to do us a favor we will

be more successful if we provide

a reason. People simply like tohave reasons for what they do.

- Robert Cialdini, In#uence


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Make Learning Engaging and ActionHow To Motivate Employees Without Rewards

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The Power of Actionable Learnin

One of the easiest ways to reduce and eliminate wasted tra

time between learning and implementing in the context of

The mind consumes a massive amount of inputs each day,

from memory while we sleep. To remember what we learn

stronger impression upon the mind with what we want to r

is important to implement what you learn before your min

to forget it.

To inspire better learning, the content has to be engaging t

engaging, we don't mean that it has to have the production

The most e"ective way to make training engaging and imp

make it relevant to the learner and their speci!c role at the

training that has been developed relates strongly to the job

currently performs or will perform in the future, then you'l

response from the employee.

Mastery of a role within an organization is a great source of

employees. Therefore, it should be clear to employees that

get them further down the path of competence and maste

All growth depends upon

activity. There is no

development physically or

intellectually without e!ort,

and e!ort means work. Calvin Coolidge, 30th president of the United States

A brief overview

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Using The Power of Actionable eLea

1

Narrow The GapMinimize the time between learning a

much as possible. The shorter the gap

for the material to be forgotten.

2

Make It EasyThe learning content should be easy t

Eliminate all barriers and confusion in

training is important, how to access thbenefits of completing the training.

3Measure For SuccessSet key objectives and targets in place

celebrate) the success of the training.

what you arent currently measuring.

The great aim of

education is not

knowledge but action. Herbert Spencer, philosopher, biologist and sociologist


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eLearning That Inspires Growth

Our mission at Dashe & Thomson is t

organizations and their employees im

performance by providing training an

communications solutions.

Since 1981, we have assisted more th

organizations with eLearning and instled training development, change ma

performance support, and employee

communication initiatives.

Recent Clients

Actionable eLearning DevelopmentEmployees learn best when learning is tied directly to

their specific role within the organization. We believe in

practical, actionable training, not information dump.

Measurable Employee Improvement

Know the impact learning can have on your organization.

We develop eLearning and training that can be measured

along with your business objectives, making the ROI on

employee development obvious.

The Right Tools

With the goal of improving employee performance, we

work to provide your organization with the essential tools

for learning and growth. Since every organization has

different needs, we custom fit learning solutions to your

specific needs and goals.

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Amplify the power of your people

Dashe & Thomson designs and develops training for Fortune

1000 clients, across many different industries, all with a

single purposeimproving performance.

Onlinewww.dashe.com

[email protected]

Phone888-813-2743

Pauli Kennelly

Senior Director, Project and Program Management

Best Buy

Every time I've brought Dashe & Thomson in,

they have met my budget and my business

objectives. They do that with good planning,

solid experience, and people that fit.

Connect with a Learning and Develo
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