Why Learning Experiences matter for consistent Employee Motivation?
Motivation directs behavior towards particular goal. Motivation increases the amount of effort and energy that an individual expend in activities directly related to their needs and goals. The heights of human motivation spring from openness to learning experience.
Learning is an active, participative process rather than a passive filling of vessels with information.Learning and guiding one another builds a supportive community that raises the performance level of each member. This in turn leads to higher self-esteem.
At Learngage where we are helping organizations create unforgettable learning experiences by bringing in together state-of-the-art learning technology and a team of learning engagement experts, we have put together four key elements you must consider before planning your learning interventions this year:
Apparently, studies show that we can sustain our immediate attention for as little as 8 seconds. (Now that I have your attention). It’s the amount of time we can concentrate on a task without becoming distracted. It has its own limitations, mainly its span.
This is where byte-sized learning content, use of visual aids and impact posters etc. often helps to capture attention and sustain learning
In order to learn more effectively, organizations and facilitators need to organize information into meaningful groups and network participants and trainers to collaborate. These pieces of organized and connected information can vary in size and complexity. The more connections between the information we are trying to learn and what we already know, the better is the learning.
Emotion is important because it drives attention, which in turn drives learning. The effects vary depending on the type of emotions (positive vs negative vs stress) and the steps involved in the learning process. John Medina, author of ‘Brain Rules’ says that we remember stressful situations and stress in small intensities may boost our performance, but long term and too much of stress kills our ability to learn.
As they say, Learning is not a one-time event, but a process. Spaced Repetition is better for Long-Term Retention. We firmly believe in what Art Kohn suggests - a 2+2+2 memory booster to induce deeper processing. That is interventions for 2 days for up-to 2 weeks and 2 months after the initial learning session.
Employees who have the opportunity to continuously learn and are challenged in their job, are motivated by the sense of achievement and personal development. When people get wider learning experiences, they feel happier in their work and more excited about the prospects of success.
The author of this blog is a Product Manager at Learngage. Sheeja Shetty is an Engineering Graduate, currently pursuing her MBA from PES University majoring in Marketing. As a Product Owner, she works with clients to ensure hassle-free product implementation and client support