In the final step of the habit loop lies the reward—the part of the process that reinforces the behaviour and makes it more likely to occur again in the future. When it comes to corporate learning, providing meaningful rewards is essential to ensure that employees not only engage with training but also come back for more.

But what makes a reward effective? And how can learning designers use rewards to drive behaviour change?

What is a Reward?

A reward is the positive outcome or benefit an individual receives after completing a routine. In habit formation, rewards play a crucial role because they signal to the brain that the behaviour was worth the effort, reinforcing the desire to repeat it.

Rewards can be:

• Tangible: Physical rewards like certificates, badges, or perks.
• Emotional: A sense of accomplishment, confidence, or satisfaction after completing a learning task.
• Social: Recognition from peers, feedback from a manager, or leaderboard status.

Why Rewards Matter in Learning

Rewards serve two primary functions in the habit loop: they provide immediate gratification and reinforce the behaviour for the future. When a learner completes a module or successfully applies a skill and receives a reward—whether it’s an internal sense of achievement or an external acknowledgment—they’re more likely to associate the learning routine with positive outcomes.

Without rewards, the learning routine may feel like a chore, making it harder for employees to maintain engagement over time.

Designing Effective Rewards for Learning

1. Incorporate Gamification Elements

One of the most effective ways to reward learners is through gamification. Badges, points, and levels can provide immediate feedback and a sense of accomplishment. For example, employees could earn badges for completing certain modules or points for answering quiz questions correctly.

Gamified rewards tap into the brain’s desire for achievement and progression, encouraging employees to return to the learning platform to see what they can unlock next.

2. Offer Tangible Incentives

Tangible rewards like certificates, special access to exclusive content, or even perks like extra time off can be highly motivating. While intrinsic rewards (like personal satisfaction) are important, offering something tangible can add an extra layer of incentive.

For example, after completing a certain number of learning modules, employees could receive a certificate that boosts their professional profile or get recognized in front of their peers.

3. Provide Immediate Feedback

Feedback is a powerful form of reward in the learning process. Whether it’s automated feedback from a quiz or personalized feedback from a manager or mentor, immediate acknowledgment of success can be highly motivating. When learners know they’ve done something right and understand the impact, they’re more likely to repeat the behaviour.

Balancing Immediate and Long-Term Rewards

For rewards to be truly effective, it’s important to balance immediate gratification with long-term benefits. Immediate rewards, like recognition or small incentives, keep employees motivated in the short term. However, long-term rewards, like career advancement opportunities, personal growth, or skill mastery, offer a deeper and more sustainable motivation to continue learning.

Here’s how to incorporate both:

• Immediate Rewards: Badges, points, and certificates.
• Long-Term Rewards: Recognition during performance reviews, promotion opportunities, or skill endorsements that align with career development.

Final Thoughts: Using Rewards to Strengthen Learning Habits

Rewards are a powerful tool in the habit loop, reinforcing behaviours and encouraging learners to engage repeatedly. In corporate training, the right rewards can transform learning experiences into habits employees look forward to. By understanding the nuances of immediate and long-term rewards, learning designers can create a system that keeps employees engaged and drives long-lasting behaviour change.