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7 ways to increase motivation in training: Adults engage when the “why” is clear.
01.
Make them experience the “why”
Start with an activity before teaching the theory. No pressure or consequences — just a safe first attempt at their current skill level.
When people notice what they can’t yet do, motivation often increases. The activity also gives the theory that follows more context, making it easier to understand.
02.
Ask for their opinion
After surfacing the performance gap, don’t end by telling people why the topic matters. Ask, “Why do you think it’s important?”
When people form their own reasons, they often persuade themselves more convincingly than others can.
03.
Show both sides of the “why”
We often answer the “why” with benefits. But people often act faster to avoid losses, which is known as loss aversion.
The “why” is incomplete unless it also reveals what someone stands to lose by not learning or doing something.
04.
Focus on learner benefits
Avoid business-focused “whys” like: This module keeps the business compliant with OHS regulations.
Instead, try: This module is about staying safe — so you can get home to the people who matter most.
05.
Make the “why” immediate
Adults engage most when learning solves a current problem — not something abstract or distant.
Link the skill to a real issue they can act on this week.
06.
Add intrinsic “whys”
We often frame the “why” only in extrinsic terms, such as how a skill can lead to extra income.
However, linking the “why” to intrinsic motives such as mastery or purpose helps maintain motivation.
07.
Continually re-sell the “why”
Before each new section or activity, re-sell the “why.”
Make it clear how the next section or activity helps them on the job or makes their life easier.
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