What rewards motivate staff to complete development programs?

1 Intrinsic rewards

Intrinsic rewards are the internal satisfaction and fulfillment that staff get from participating in development programs. These rewards are based on the staff's own values, interests, and aspirations. For example, some staff may be motivated by the opportunity to learn new skills, expand their knowledge, or improve their performance. Others may be motivated by the challenge, autonomy, or feedback that development programs provide. To leverage intrinsic rewards, you need to understand what drives your staff and tailor your programs to match their learning styles, goals, and expectations. You also need to communicate the benefits and outcomes of your programs clearly and frequently.

2 Extrinsic rewards

Extrinsic rewards are the external incentives and recognition that staff receive for completing development programs. These rewards are based on the organization's values, policies, and expectations. For example, some staff may be motivated by the prospect of getting a certificate, a badge, a bonus, or a promotion. Others may be motivated by the praise, appreciation, or endorsement that they receive from their managers, peers, or customers. To leverage extrinsic rewards, you need to align them with your organization's culture and strategy and make them fair, transparent, and consistent. You also need to deliver them timely and appropriately.

3 Social rewards

Social rewards are the interpersonal support and connection that staff experience during and after development programs. These rewards are based on the staff's relationships, interactions, and networks. For example, some staff may be motivated by the chance to collaborate, share, or mentor others in development programs. Others may be motivated by the sense of belonging, trust, or respect that they develop with their colleagues, trainers, or mentors. To leverage social rewards, you need to foster a positive and supportive learning environment and culture. You also need to encourage and facilitate social learning activities, such as discussions, feedback, peer coaching, or communities of practice.

4 Personalized rewards

Personalized rewards are the customized and meaningful rewards that staff choose or create for themselves based on their personal preferences and circumstances. These rewards are based on the staff's individuality, diversity, and creativity. For example, some staff may be motivated by the option to select their own development programs, topics, or formats. Others may be motivated by the ability to design their own rewards, such as a day off, a gift card, or a donation to a charity. To leverage personalized rewards, you need to involve your staff in the planning and evaluation of your development programs and rewards. You also need to offer them choice, flexibility, and autonomy in their learning and reward journeys.

5 Balanced rewards

Balanced rewards are the combination and integration of different types of rewards that suit the needs and preferences of your staff and your organization. These rewards are based on the holistic and dynamic nature of motivation and learning. For example, some staff may be motivated by a mix of intrinsic, extrinsic, social, and personalized rewards, depending on the context, content, and purpose of the development programs. Others may be motivated by a shift or a balance of rewards over time, as they progress and achieve their learning goals. To leverage balanced rewards, you need to assess and monitor your staff's motivation and learning levels and adjust your rewards accordingly. You also need to communicate and collaborate with your staff and other stakeholders to design and deliver rewarding development programs.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?