5 Learning Experts Share Their Tips for Motivating Employees to Learn

Imagine if learning and development (L&D) professionals could get people as excited about learning as they are about, say, the new Taylor Swift album or the third season of Bridgerton. It’s kind of the holy grail of L&D, getting people so hooked on learning that they’re hungry for more. 

Unfortunately, reality tends to get in the way. Employees are often so overwhelmed with deadlines, meetings, messages, and emails that learning gets placed on the back burner. On average, full-time employees have only 24 minutes a week to learn.

But what if they were so inspired to learn that they made it a priority? At a time when there are so many exciting things to learn (for starters, generative AI), this seems like it shouldn’t be a heavy lift. So, it was in this spirit of curiosity and inquisitiveness that we posed the following question to five learning and development leaders: In your experience, what’s the best way to inspire or motivate employees to learn? 

Below you’ll find their thoughtful answers — as well as tips on how you can spark a love of learning in your employees. 

Christopher Lind: Focus on outcomes rather than on how each employee gets there

“One of the biggest challenges of tapping into employee motivation for learning,” says Christopher Lind, chief learning officer at ChenMed, “is that there isn’t a simple answer. There is no universal solution, and any potential solution is riddled with complexity. 

“Each employee has different priorities and preferences, and those attributes are and will always be a constantly moving target. Trying to pick a best practice and cast the widest net has consistently left me right where I started. 

“Fortunately, I’ve found some consistent universal principles. The first is to focus on outcomes rather than activity. Be intentional about identifying clear and measurable outcomes people can target, worded in a way they can understand. From there, rather than forcing everyone through a universal pathway, set up guardrails that provide only as much structure as is absolutely necessary. 

“After that, offer opportunities and resources that help people reach their destination but allow them the freedom to create their unique pathway, ensuring you provide feedback along the way. This level of autonomy invites people into a journey that matters to them while empowering them to choose their best path.”

Dr. Terri Horton: Encourage managers to have conversations that spark enthusiasm for learning

“To inspire employees to embrace learning enthusiastically,” says Dr. Terri Horton, work futurist and HR consultant at FuturePath, “talent development leaders must personalize learning to resonate with employees. It should be both accessible and relevant so that they are empowered to take ownership of their own development.  

“Most employees are hungry for learning that tracks with their career aspirations, the organization’s future-of-work narrative, and internal mobility possibilities, particularly now as AI rapidly reshapes work, jobs, and careers. Sparking enthusiasm about learning starts with leader-led conversations that surface employee perspectives, skill gaps, and aspirations about the future of work and embeds how the organization’s learning strategies can catalyze those outcomes. 

“My LinkedIn Learning course, The Manager’s Guide to Career Conversations in the Age of AI, provides a framework for leaders to engage in these compelling conversations.”

Lori Niles-Hofmann: Create an environment of psychological safety, so people feel safe to fail 

“Learning is emotional,” says Lori Niles-Hofmann, senior ed tech transformation strategist at NilesNolen. “For most, their experiences were formed as children in the classroom. However, as people age, learning is less about discovery and play and more about anxiety-riddled exams and performance measurement. That’s a very uncomfortable headspace, especially in the workplace. 

“This is why it is critical to foster an environment of psychological safety. This means actively coaching and embracing all learning process aspects, especially failures. Individuals must know they are supported as they stretch and grow their skill set, even when it takes multiple attempts. Without this sense of safety, true deep and meaningful learning will be avoided.”

Naphtali Bryant: Frame learning as an investment in the future

“One of the most effective ways to motivate learning among employees,” says Naphtali Bryant, chief people and culture officer at the Lucas Museum of Narrative Art, “is to demonstrate its role as the competitive advantage. I advocate a key principle: ‘When you’re learning, you’re earning.’ This mindset positions learning as a strategic asset, essential for both personal and organizational success.

“Learning broadens worldviews, enabling individuals to adapt to diverse situations and advance their career paths. It equips them with skills to outpace competitors and it showcases their potential within the company. Each new skill or insight sparks innovation and enhances credibility, making continuous learning a crucial mark of expertise in today’s evolving business environment.

“By framing learning as an investment in the future, we create an environment where employees are not just encouraged to grow — they are motivated to thrive. This approach not only enhances individual capabilities but also strengthens our organization with a vibrant, innovative culture that continuously evolves to meet new challenges.

“Emphasizing this perspective helps employees and leaders see that continuous learning is the key to earning the skills, tools, and experiences needed to maintain a competitive advantage in their careers.”

Ruth Gotian: Make the connection between learning and career goals 

“Employees are more enthusiastic about acquiring new skills and knowledge,” says Ruth Gotian, chief learning officer at Weill Cornell Medicine, “when they can clearly see the direct benefits to their personal and professional growth. It’s about making the connection between learning and their own aspirations and goals.

“Offering a variety of platforms and mediums for learning is essential to facilitating this connection. People have diverse preferences when it comes to how they absorb information, so providing options ensures that everyone can find a method that resonates with them. Whether it’s in-person workshops for those who thrive in interactive environments, Linkedin Learning courses for those who prefer online self-paced learning, podcasts and articles for those who enjoy audiovisual content, or mastermind groups for collaborative learning, the key is to cater to different learning approaches.

“For my book, The Success Factor, I interviewed hundreds of extreme high achievers, including Nobel Prize winners, astronauts, and Olympic and NBA champions. All of them had an insatiable appetite to learn anything that could make them better, faster, stronger.

“Ultimately, what lights employees up and motivates them to set aside time for learning is the opportunity to grow personally and professionally. The extrinsic motivators of bonuses or certificates are short lasting. By offering diverse learning opportunities and clearly communicating the benefits, organizations can inspire their employees to embrace learning as a lifelong journey.”

Thank you to everyone who responded to our question! To get the latest news and insights from these learning and development leaders, be sure to follow Christopher Lind, Dr. Terri Horton, Lori Niles-Hofmann, Naphtali Bryant, and Ruth Gotian on LinkedIn.