SHIFT's eLearning Blog

Our blog provides the best practices, tips, and inspiration for corporate training, instructional design, eLearning and mLearning.

To visit the Spanish blog, click here
    All Posts

    Five Learner's Needs Every eLearning Course Developer Should Meet

    The psychologist Abraham Maslow was best known for his theory of the hierarchy of needs. Entrepreneurs, managers, marketers and psychologists have all benefited from Maslow’s theory. But eLearning professionals too can benefit from his pyramid-style guide to human behavior. 

    Learners are more likely to feel motivated and engaged in a course when they consider the content is able to meet their personal and professional needs. Therefore, eLearning course developers need to craft their courses based on this hierarchy of need to help learners achieve their maximum potential.

    Here are five learners’ needs every course developers should meet:

    eLearning motivation

    Physiological Needs

    These are the very first and most basic needs required so that students can successfully complete the course. Appropriate job-aids, content and materials, compatible software, reliable and high-bandwidth Internet connection are just some examples.

    Without these resources, it would be impossible for learners to make any headway with their lessons. These may seem obvious but you’ll be surprised that many eLearning courses still use buggy or incompatible software and obsolete materials.

    Meet the basic needs of your learners first. Rest assured that good things will happen next.

    Safety Needs

    Do learners feel safe in the classroom? They should be. If you want them to learn, you should be able to provide a rich learning environment that encourages participation, confidence, curiosity and openness.

    Without safety, students will constantly feel uncertain, anxious and even stressed. Think of a new student walking into the classroom for the first time. He or she will usually feel unsafe. Everything looks unfamiliar and uncertain. You have to offer the student some sense of belongingness and familiarity and give him or her enough time to adjust.

    Likewise, in your digital classroom, preparing students is key to reducing uncertainty and anxiety. Make sure they understand what is expected of them. Have clear requirements, or a pre-course preparation if necessary. Implement a consistent formatting and design for familiarity. You can save the first week or the week before the start date for introducing students to the course, what they need to pass and what rules to follow.

    Belongingness and Relatedness 

    Belongingness and safety works hand-in-hand. If a student doesn’t feel like he or she belongs, or relates to, other learners, he or she will have a hard time focusing on the lessons. And if a student don’t have a meaningful connection with the instructor, collaboration and completion is impossible.

    Naturally, people have a need to feel connected or related to others. In eLearning it's no different. Studies show that learners who feel they 'belong' have higher levels of intrinsic motivation and academic confidence.

    Create a sense of relatedness so that students can effectively learn from and with each other. Promote dialogue and collaborative or small group activities.  Encourage student participation. Your presence as an instructor is also important. Inspire them to reach their full potentials through personalized, timely and constructive feedback. 

    Self-esteem Needs 

    The capacity to feel respected and appreciated is a powerful source of motivation. Learners with a healthy sense of self or self-esteem, for instance, are curious and confident. Theirs is a “can do” attitude that makes learning possible.

    As a course instructor or designer, you can help meet a student’s self-esteem needs by:

    • Clarifying goals and offering real-life examples
    • Giving students opportunity to constantly self-assess their progress and understanding of a subject
    • Offering constructive and descriptive feedback to boost their efforts and encourage them in completing a task
    • Providing a concrete proof of appreciation such as a certificate

    The Need of Self-actualization

    Maslow is a humanist who believes that humans strive to reach their fullest potential. When learning, humans aim for information that allows them to meet their individual goals and interests. This is why you should aim for relevant and meaningful content, and let students learn on their own pace using materials and tools they prefer.

    A truly humanistic eLearning course respects the learner as a self-motivated and smart individual. It recognizes the learner’s inner drive to acquire valuable skills and knowledge in order and become better.

    As eLearning developers we need to understand the different levels of human needs in order to develop effective eLearning courses, where students feel safe, motivated and engaged. 

    Click me
    Karla Gutierrez
    Karla Gutierrez
    Karla is an Inbound Marketer @Aura Interactiva, the developers of SHIFT. ES:Karla is an Inbound Marketer @Aura Interactiva, the developers of SHIFT.

    Related Posts

    The Ultimate Game Level: Why Adaptive Learning Software Beats a Static Leaderboard

    Let’s rip the band-aid off: Leaderboards are the "participation trophies" of corporate training. Sure, they work for the top 5% of your hyper-competitive salespeople. But for the other 95% of your workforce? A leaderboard isn't motivating. It’s a public reminder that they are "losing." Once an employee realizes they can’t crack the Top 10, they check out. Game over. If you want to create a true addiction to learning, the kind that keeps gamers glued to screens for hours, you don’t need a scoreboard. You need Flow. Video games are addictive because they adapt to the player. Level 1 is easy. Level 50 is brutal. If the game stayed at "Level 1" difficulty forever, you’d get bored and quit. If it started at "Level 50," you’d get frustrated and quit. This is where traditional eLearning fails, and where adaptive learning software changes the game entirely.

    How the Hook Model Turns Gamification into High-Performance Habits

    We all know the feeling: You open an app "just for a second," and suddenly 20 minutes have passed. You were engaged, focused, and maybe even enjoying yourself. Now, imagine if your employees felt that way about your corporate gamification strategy. For too long, L&D has treated gamification as a visual layer, slapping a leaderboard on a PDF and calling it a day. But true gamification isn’t about points; it’s about psychology. It’s about creating a "Learning Loop" that feels natural, rewarding, and yes, habit-forming. To move beyond superficial badges, we need to look at the engine behind the world’s most engaging apps: Nir Eyal’s Hook Model. Here is how you can use this 4-step framework to build a gamification strategy that drives real performance.

    Why Badges Don't Work: The Psychology of Addictive Corporate Training

    Let’s be honest: Your top sales executive doesn’t care about a digital "Gold Star" for finishing a compliance video. They don’t want a "Subject Matter Ninja" badge for clicking Next fifty times. If your corporate gamification strategy relies entirely on leaderboards and stickers, you aren't gamifying learning—you’re patronizing your workforce. For years, the L&D industry has confused "gamification" with "decoration." We took boring, static slides and plastered points on top of them, expecting engagement numbers to skyrocket. Instead, we got employees who click through content just to make the notifications stop. To fix engagement, we must stop designing for children and start designing for the adult brain.