One of the most common mistakes in corporate learning is trying to embed motivation directly into the course — as if making the content fun or engaging will magically make people want to complete it.
Let’s be clear: it doesn’t work that way. Never has.
In reality, motivation always lives inside the learner. 💡
And it stems not from gamification or animations, but from an unmet need. In this case, the course becomes a potential solution.
So how do we find or create that unmet need?
Let’s not reinvent the wheel. We’ll revisit Maslow’s hierarchy of needs and reframe it in a workplace context.
Reframing Maslow’s Hierarchy in the Workplace
Enablement Needs — access to resources (workspace, equipment, internet, time, and the opportunity to learn).
Safety — stability, confidence in the future, feeling competent and in demand.
Belonging — being part of a team, a profession, a company; not feeling excluded.
Recognition — contributions are noticed, achievements acknowledged, feedback is given.
Self-actualization — growth, new challenges, career opportunities, autonomy.
Now ask yourself: How can we activate one of these needs so that our course becomes the clear next step?
If you select the right level and method, motivation will follow and your completion rate will soar.
How it can work:
Enablement Needs 🫧
Creating the need: restrict access to tools or systems until the course is completed.
When to use: compliance training, security protocols, data protection.
Safety 🛟
Creating the need: create a sense of risk — of falling behind, becoming irrelevant, or underperforming. Show the course as a way to stay afloat.
When to use: courses on tech updates, AI tools, process changes, digital fluency.
Belonging 💕
Creating the need: introduce team-based activities, social dynamics, shared goals. Create FOMO.
When to use: soft skills training, project management, onboarding — anything involving collaboration.
Recognition 🏆
Creating the need: add gamification, certificates, dashboards, and leaderboards to make achievement visible.
When to use: long or complex programs, skill development, leadership tracks.
Self-actualization 🚀
Creating the need: offer choice, tie the course to personal growth, career goals, or talent development.
When to use: career paths, upskilling, reskilling, HiPo programs, individual development plans.
So, learning is never “just a course.” It’s about mapping your training to a real learner need — or creating that need through thoughtful communication, planning, and experience design.
Still trying to motivate people with gamification alone?
