Do you want to really take off with training measures next year? We support you in this and present the Flow Theory to you today. This helps you achieve the maximum learning success for your employees. It's that simple to stay in the learning flow!

Motivation is fundamental to achieving one's learning goals. Memorizing dry learning content often isn't much fun – motivation tends to be limited for many people. This is completely understandable, as the Flow Theory confirms: When learners are not challenged, motivation to achieve corresponding learning successes decreases. Are you wondering how to motivate your course participants to continue pursuing their learning goals? With the Flow Theory! But what does the theory actually state?

Motivation is the foundation of the Flow Theory

Perhaps you know this situation: You were so focused on a task that you completely shut out your surroundings. You were virtually in the flow. Then you already know the Flow Theory from personal experience! According to the Flow Theory, intrinsic motivation is so high that learners forget their sense of space and time. Learners immerse themselves completely in their activity.

However, this is by no means negative! Because the learning flow allows you to continually improve your skills. The best part? You achieve your learning goals without being overwhelmed. Learners fully engage in their task and are encouraged to continue learning by their successes. This leads them into a flow where they continuously expand their knowledge.

Info: In general, a distinction is made between intrinsic and extrinsic motivation. If learners are extrinsically motivated, they are driven by external factors. Rewards positively affect reaching their learning goals. If learners are intrinsically motivated, they seek internal satisfaction. This can be triggered by great interest in a topic, fun, or a specific challenge they want to tackle.

As a personnel manager, you should ensure that you extrinsically motivate your employees in such a way that they grow beyond themselves level by level. You should challenge your employees just the right amount. Because only in this way do they enter the learning flow:

With the Flow Theory, your employees are challenged in just the right way! // Illustration: blink.it

The crucial feature of the Flow Theory is that learners become fully engaged in their activity and are continually challenged in an appropriate manner. However, be sure to maintain the balance between overload and underload. If this balance is uneven, it affects the motivation of the learners:

The Flow Theory explained by example: This is Tom

Tom has only been working in his dream job for a few months. He has just completed his studies and now wants to really take off in the working world! However, due to his young age, he is often underestimated by older employees. As a result, he gets assigned tasks for which he is overqualified. Because of this, he often finds the work boring, and over time it becomes monotonous. Tom has no challenges in his daily work that he can grow from and develop himself.

After some weeks, Tom brings up the problem with his superiors. They agree with him and recognize the potential he has. However, they have perhaps been a bit too generous with him and assign him tasks that are still overwhelming for him. Now Tom learns what stress is: He has been given his chance and absolutely does not want to disappoint! However, he doesn't know where to start or how to handle the high pressure. Tom's initial motivation and excitement for the new job have now faded, as he feels he is not making progress in his position. Slowly Tom thinks he is not the right fit for the role. But Tom is mistaken!

Tom's example makes it clear that the right balance between overload and underload is essential for the learning success of employees. If employees have no challenge from which they can grow, they often feel underestimated. The same is true in cases where employees are overwhelmed. Consequently, they may not have enough prior knowledge, or their learning goals are too ambitious. Both cases result in the employee's motivation rapidly decreasing. Because feelings of happiness triggered by achieving learning goals are absent. Therefore, motivate your employees in line with the Flow Theory to achieve learning goals level by level! This way, they can see their learning success directly and feel affirmed in what they do. Thus, not only do your employees develop further, but your company does too! You can now learn how to enable your employees to learn in the flow:

This is how your employees learn in the flow!

Do you want your employees to avoid a situation like Tom's? Then the question arises as to how to motivate them correctly! The following four tips can help you with that:

1. Adjust the workload to the position and qualifications

Your employees have different qualifications and thus different competencies. Therefore, when assigning tasks, make sure that they fit the qualifications and strengths of the employee and challenge them appropriately. This way, the daily work provides a challenge that the employee can master!

2. Trust your employees with different areas

Varied tasks make the daily work more exciting and challenging! This way, you prevent your employees from falling into a monotonous routine and being unable to develop further.

3. Promote independent work

If new employees take on their own areas of responsibility from the very beginning, it leads to greater self-responsibility and a higher learning effect. The more diverse the tasks are, the more they learn about the company and their roles. The learning success is immediately tangible, as learning goals are achieved in the concrete work process!

Reading tip: How do new employees work independently as quickly as possible? Learn more about how to make your onboarding process even more effective: Performance Support: The secret weapon for your onboarding

4. Provide training opportunities!

Continuing education should not be neglected in your company, as only through a lasting learning process can employees develop personally and in their competencies. There are various approaches:

• Online courses: With learning platforms like blink.it, you have the opportunity to organize your content clearly into courses. This way, you enable learning in the flow. Your employees can self-assess their knowledge through quizzes or surveys and make learning successes directly visible!

• Webinars: Through webinars, learners have the chance to deepen their knowledge on specific topics. The webinar can take place live or be recorded. Depending on the workplace, learners can participate flexibly.

• Blended Learning: Use the advantages of in-person and online training and combine them in a blended model. At the same time, you offer learners additional flexibility that they do not have in a live webinar.

How do you feel when you have achieved your learning goal? Proud and full of energy? There is a simple reason for this: Achieving learning goals not only releases feelings of happiness but also leads to a more positive self-perception. Now is the optimal time to define new learning goals! Because learners now have the motivation and self-confidence to tackle new challenges and continue learning in the flow.

Online courses provide your employees the chance to deepen their knowledge and grow beyond themselves in the flow. However, the learning success of your employees depends on the structuring of the course content and their motivation to pursue learning goals.