Why Motivation Matters for Memory

It’s no secret that motivated learners tend to do better. But why is motivation such a powerful driver of retention? In this article, we dive into how intrinsic motivation drives improved learning outcomes for adults in workplace settings.

The answer lies in the influence of motivation. We see that motivated learners pay closer attention, engage more deeply, and make meaningful connections to the material. This deeper engagement is key to improve cognitive capabilities, and thus, these factors improve long-term memory storage.

If learners like the content, are inspired and engaged, they are more likely to revisit or apply their learning in real life, and therefore, they retain the information better.

So, how do we design training that learners genuinely like, feel inspired by, and engage with? To achieve this, we need to dive into intrinsic motivation.

Personally, intrinsic motivation felt like something untouchable. It's about someone's inner world, right? Well, yes, intrinsic motivation is the internal drive to engage in an activity for its own sake. However, we have more impact on this than we think.

Think about that time when you got pulled into a 'boring' project that ended up fuelling you with passion and enthusiasm. What was it? What made you feel that way?

What has fueled you to put everything in?

If we want to generate the same energy in our learning programs, we need to understand what drives it. To uncover what helps us create that same feeling, let’s explore the Three Motivational Engines.

Autonomy, Mastery, and Purpose are the three drivers of intrinsic motivation. These might sound familiar if you know the work of Daniel Pink. In this book 'Drive', he describes the need in adult learning for autonomy, mastery, and purpose. What does this look like in practice?

"I decide my own learning path."

Autonomy is the key to ownership. When learners are given the freedom to make choices regarding the pace, direction, or method of their learning, they feel a greater responsibility for their educational journey.

"I want to see progress in my skills."

Mastery is the second pillar of intrinsic motivation. People are motivated by progress. When they feel a sense of improvement or success, they want to keep going.

"Why would I learn this?"

Purpose, the third pillar, is all about the reason people are learning. Adults need to know why they’re learning something. Mind you, this needs to be a personal goal, not a company goal. When training is tied to real-life relevance or career growth, retention improves because learners see value.

Once you leave college behind, mastery gets a whole different meaning.

Translating this to learning, we can find some actionable strategies to increase the intrinsic motivation as an outsider.

Points, levels, and progress bars tap into mastery and autonomy. You do not need fancy apps or tools to embed points or progress bars. With simple graphics, you can create the idea of progressing through the knowledge and mastering the topic.

Allow learners to self-pace or choose their own topics. When content feels customized, learners feel in control and more invested, which leads to better memory. Are you using Articulate? You're in for a treat! Buttons give you the option to let your learner "choose their own adventure".

Tell a good story. No, really! Introduce the topic and give them something to think about before they start learning. Narratives and scenarios give context to content. They evoke emotion, which makes lessons easier to recall.

When learners are curious, challenged, and see the value in what they’re learning, they pay attention. They remember, then they apply what they have learned. That’s the kind of learning that changes behavior and ultimately supports both personal growth and business outcomes.

In the end, the most effective workplace training isn’t the one that’s completed, but rather the one that’s remembered.

Plan a Call