Build Motivation That Makes Learners Want Your Training

Help learners see the real value in your e-learning courses

Most learners don’t get excited about required training. They want to do their jobs well, not sit through courses that feel disconnected from their work which is so common to e-learning.

Your challenge is to make training solve problems they actually care about.

Why most motivation attempts backfire

Traditional motivation tactics fail because they focus on completion rather than value. Learners can tell when you’re trying to trick them into engagement rather than solving their problems.

When we prioritize metrics over meaningful learning, we create courses that check boxes but don’t change behavior.

Forcing completion through your LMS doesn’t create motivation (which is what most annual refresher and compliance training does). Neither does adding game elements that waste time or make viewing everything mandatory.

These approaches often make learners resent training even more.

Uncover what really drives your learners

Real motivation comes from understanding the genuine needs of your audience. Effective instructional designers research what truly matters to their learners through interviews, observations, and performance data.

When you identify the actual problems that keep people from success, you can design solutions they’ll actively seek out rather than avoid.

Start by asking these questions:

• What daily challenges frustrate your learners?
• What would make their work easier or more efficient?
• What barriers stop them from performing better?
• What rewards actually matter to them in their role?
• How can your training directly help them succeed?

Connect training to real problems

Effective e-learning directly addresses the challenges learners encounter in their daily work. When you design courses that solve actual problems, learners immediately recognize the relevance to their situation. This connection transforms training from an obligation into a valuable resource that helps them succeed at tasks they already want to perform better.

Build motivation by:

1. Starting with actual problems learners face every day
2. Showing immediate applications to their work
3. Letting them practice with realistic scenarios
4. Providing feedback that helps them improve
5. Making it easy to find exactly what they need, when they need it

Reframe your course invitations

The language you use to introduce your courses creates immediate expectations about their value. When you focus on benefits rather than requirements, you tap into intrinsic motivation that drives genuine engagement. Framing your training around solving specific pain points transforms how learners approach your courses before they even begin.

Instead of announcing “Complete this required course on the new software,” try messages like:

• “Learn how to cut your paperwork time in half”
• “Stop fighting with the new system”
• “Get home on time by working more efficiently”
• “Avoid the five most common costly mistakes”

Key takeaways

The best motivation comes from helping learners solve problems they actually care about. Start by understanding their daily challenges, then design training that directly addresses those pain points. When learners see how your course will make their work easier or more successful, they’ll engage willingly rather than reluctantly.