Relevance as the key to learning motivation: How a meaningful context inspires digital learning
Motivation to learn plays a central role in continuing professional development. But where exactly does this motivation begin? The answer sometimes lies in one crucial element: relevance. In this article, we will shed light on why relevance is the key to learning motivation and how a meaningful context can have a decisive influence on the willingness to learn.
Studies show that 88.2% of people are more motivated if their employer provides further training opportunities that allow them to continue their education alongside their work commitments. The desire for continuous further training is also high at 88.7%. At first glance, companies therefore seem to have the best prerequisites.
Despite this, only just over a quarter (28.2%) of those surveyed are currently actively taking part in further training measures or have registered for them, although more than three quarters of those surveyed are motivated to learn. In my view, this is often a question of the relevance of the content of existing offers.
Why is the relevance of the learning content so important?
Relevance means that the learning content has a clear connection to the reality and personal experiences of the learners. If Employees understand why they are learning something and how it affects their daily life and work, they are more motivated to learn. On the other hand, abstract factual knowledge without a clear reference to application can quickly reduce motivation. You are probably familiar with the situation where you want to promote further training in the company, but only a small percentage of Employees are intrinsically willing to do so. You can therefore provide strong support here and actively provide and even recommend further training. It is important that Employees who do not have their own motives are shown learning motives. On the one hand, this can be in terms of content, i.e. why the content is necessary for the respective professional field. On the other hand, the advantages of the learning format become clear and Employees recognize a personal added value.
Another motivating factor is when one's own learning needs are satisfied. When learning is no longer characterized solely by specifications and obligations, assignments, certificates or rewards. Nowadays, freely selectable offers are particularly important. Companies need a healthy mix of learning content in a variety of formats. In this way, people with different learning preferences can be activated and met with their individual needs. This generates and maintains enthusiasm. This in turn also increases the usage figures immensely.
A central task of HR development is therefore to provide Employees with relevant learning content and to spark enthusiasm for e-learning as a form of learning. It is crucial to understand the different target groups in the company and their current challenges. Based on this knowledge, HR managers can select and provide the right e-learning offer. This learning content provides Employees with the impetus they need at the moment they need it and therefore delivers real added value.
What you should look out for when selecting a relevant e-learning offer
There are a few important things you should bear in mind to ensure that your digital training in the company receives the greatest possible success and attention:
- Recognize the benefits and applicability of the e-learning courses and consider for which Employees they are personally relevant.
- Keep an eye on different levels of expertise. E-learning courses are often offered for different levels of previous experience.
- Use different learning formats: Variety in formats keeps things interesting and prevents boredom. E-learning courses are ideal for this, as they usually have a wide variety of formats. Ensure a balanced proportion of visual, auditory and kinaesthetic learning approaches.
- Interview managers on a random basis to obtain a needs analysis of relevant topics in the teams.
Are you in the process of introducing an e-learning program?
In addition to selecting a course offering with relevant content and enthusiasm for the learning format, there are another 6 steps to consider when introducing e-learning so that the e-learning courses become the stars in the company - in other words, Employees who are motivated to learn continuously. Use the workbook to develop your individual action plan on how to design the introduction of e-learning in your company so that it is also used by Employees .
Learning motivation starts with relevance. HR managers, but also learners themselves, can increase motivation and promote a lasting interest in acquiring knowledge by consciously integrating relevance into the learning process. Think about which motivation works best for you or your Employees . By linking learning content with the real world, you not only create better learning conditions, but also a basis for lifelong learning and personal development.
At the Haufe Akademie We actively support you in ensuring the relevance of your e-learning content. Content Collection keep our product managers We always keep an eye on the current needs, changes and trends in the world of work. The range of courses is continuously being updated by our experts checked and updated.
With more than 150 courses, you can offer a relevant range of courses in your company, inspired by the daily challenges of everyday working life. Thanks to the flat model, all Employees have unlimited access and can continuously learn digitally. More about the Content Collection learn more.
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