Motivation is the driving force behind online training success. However, figuring out what motivates your employees can be a major challenge, particularly if they are resistant to the online training process itself. In this article, I will shed light on the top 5 sources of employee motivation that you should consider when creating your next online training course.

How To Increase Employee Motivation In Online Training

What drives your employees to do their best? What are the reasons for participating in your online training program? What distinguishes a determined and focused employee from those who may be reluctant or distracted? Before you can develop an effective online training course you must first determine the motivational influences that directly or indirectly affect your audience. This will allow you to offer them the personalized online training experience they need to achieve their performance goals. Here are 5 key sources of employee motivation in online training.

1. Awareness: The desire to understand more about themselves and the world. 
   Employees have an inherent desire to discover more about themselves, as well as the world and their place within it. They want to raise their awareness and discover new things that can improve their lives in some way, shape, or form. This is primarily due to the fact that, as human beings, we are curious, and this curiosity drives us to become self-aware and explore every aspect of our environment. This also pertains to work tasks, skills, and information that can help your employees on-the-job. In some cases, they may even go above and beyond to seek out information on their own, just for the simple fact that they want to raise their awareness of professional knowledge.
2. Fulfillment: The need to realize their true potential.
   Adult learners have a deep-seated need to discover and achieve their true potential; In most cases,this is perceived as a lifelong process, wherein we realize our potential gradually and every personal experience reveals a bit more about who we are meant to be. The reason for this is that we want to achieve self-fulfillment. We want to feel as though we have achieved success on our own terms and, ultimately, be satisfied with the work we’ve done. Employees who are looking for fulfillment are more likely to  actively participate in online training, primarily because they want to achieve their goals and get the most out of the online training experience. Even if there are no tangible rewards involved, they will still give it their all in order to achieve excellence and live up to the standards they’ve set for themselves.
3. Acceptance: The need to belong and be accepted by others.
   This source of motivation centers on an employee’s need to feel as though they belong to something larger than themselves,such as a community or group. They want to affiliate with their peers and know that they are respected and appreciated. This is one of the most important intrinsic motivators as employees really want to prove that they have all requirements to succeed. Make employees feel accepted from the very beginning, praise them for their personal achievements, and make them feel that they have contributed to the company’s success. This will motivate them to pursue their goals, not only because they know it will benefit their lives, but also, because they desire acceptance and recognition from those around them.
4. Repercussions: The need to avoid negative consequences.
   Employees who wish to avoid punishment, criticism, or negative consequences as a result of their actions may also be motivated by the respective repercussions of their actions; more specifically, the avoidance of repercussions. They don’t want to have to deal with feelings of disappointment or failure, whether it comes from themselves or their superiors. They may achieve success and actively participate, just because they don’t want to be reprimanded or judged. An example of this would be an employee who studies diligently for an upcoming certification exam simply because he doesn’t want to deal with the negative consequences of failing. This type of motivation relies heavily on self-preservation, especially in the corporate sector. Employees who are afraid of losing their jobs, for instance, might participate in the online training in the hopes that they’ll keep their current position.
5. Recognition: The need to receive praise or positive feedback.
   This source of employee motivation is closely related to acceptance. However, acceptance is usually associated with peers and colleagues, while recognition is tied to superiors and managers. In this case, employees are driven to achieve their goals and improve their work performance simply because they want to stand out from the crowd. Employees who are motivated by recognition and positive reinforcement may even have their sights set on a promotion, and believe that doing their best will earn them the respect they desire.

Intrinsic vs. Extrinsic Motivation In Online Training

Fulfillment and awareness are both intrinsic motivators, a form of motivation that is fueled by internal sources that are independent from third-party influences. Acceptance and recognition are all considered intrinsic motivators which lead employees to self-fulfillment for their contribution to the company’s success. Ideally, the goal is to intrinsically motivate your employees so that they do not rely on any outside influences to achieve success. However, in some cases you may need to entice them with extrinsic rewards, such as badges, points, and other types of extrinsic motivators to make them try harder.

Each employee has their own reasons for participating in your online training courses, which is why it’s so essential to research their specific needs and backgrounds beforehand. Doing so offers you the opportunity to figure out which source of employee motivation to integrate into your online training strategy.

Intrinsic motivation is governed by internal factors, making it one of the most powerful types of motivation.