25 April 2025

Stop Rewarding Course Completion—Do This Instead!

Imagine this scenario: employees attend a mandatory training, click through the slides, complete the final quiz, and then swiftly return to their desks. You see a shiny 100% completion rate and think, "Mission accomplished!" But a month later, not much has changed at work. Frustration sets in, and you wonder, "Where did we go wrong?"

Here's the uncomfortable truth: completion rates measure attendance—not learning. Rewarding employees merely for finishing training is like congratulating a chef for stocking the pantry rather than cooking an unforgettable meal. So, if we want meaningful results, we must shift our mindset and strategy.

Reward Behaviors, Not Completions

To genuinely move the needle in workplace learning, we must start rewarding observable, actionable behaviors rather than just completion ticks on a checklist.

Consider this practical approach:

Step 1: Identify Observable Behaviors

Every training should have clearly defined, measurable behaviors. For instance, if you have conducted training on active listening, define behaviors like:

Employees paraphrasing client concerns in meetings.
Team members asking clarifying questions during project discussions.
Managers actively encouraging quieter employees to speak up.

Step 2: Train Your Leaders to Notice and Reward

Your training is only effective if behaviors are recognized and celebrated in real-time. Equip your managers to notice when employees display the desired behaviors. Encourage public acknowledgment through:

Shout-outs during meetings
Recognition in internal newsletters or chat channels
Informal rewards, like certificates or badges

Imagine the impact when Sarah, your usually quiet team member, receives genuine recognition for proactively contributing to discussions using skills from recent training.

Step 3: Consistently Reinforce Success Stories

Consistent reinforcement keeps behaviors alive. Regularly highlight examples of successful application of training in:

Weekly team updates
Success story walls in office spaces
Short, engaging testimonial videos featuring employees

Real-life Impact Example

At Company X, they shifted from a completion-based rewards model to behavior-based recognition. Initially, some managers were skeptical. Yet, within three months, something incredible happened. Not only were employees actively applying skills from training, but there was also a noticeable improvement in team morale and employee engagement scores soared by 20%.

Why? Because behavior-based recognition validates effort, motivates employees, and creates tangible change.

Actionable Steps You Can Implement Right Away

Clearly define desired behaviors for your upcoming training.
Brief your managers on these behaviors and equip them with tools to observe and reward.
Publicly share success stories immediately after training completion.

Question for Reflection

What if we measured learning success not by completion rates, but by visible behavior change?

Have you experimented with rewarding behaviors in your organization? I would love to hear your experiences and insights!

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