Giving employees the opportunity to improve their skills can make them more productive and motivated. But how do you get employees interested in taking advantage of these opportunities?
Why do employees resist training?
Several potential barriers can prevent employees from engaging in training. First, some employees may not see the need for training if they feel they already have the necessary skills for their job.
Second, employees may be reluctant to take time away from work to attend training sessions.
Finally, employees may resist learning new things if they feel it will make their job more difficult.
If you’re a manager, it’s important to be aware of these potential barriers and take steps to overcome them.
Why should training be less boring and more engaging?
We all know that feeling when we’re stuck in a training session that’s just not engaging. The presenter is droning on, the material is dry, and we’re struggling to stay focused.
It doesn’t have to be this way. Training can be enjoyable and effective if it’s designed with engagement in mind. Here are four reasons why:
1. Engaging training is more effective
If you’re not engaged in what you’re learning, you’re less likely to remember it. That’s why engaging training methods are more effective than traditional, boring ones.
2. Engaging training is more fun
Let’s face it; no one wants to sit through a boring training session. But if it’s fun and engaging, you’re more likely to enjoy it and be motivated to learn.
3. Engaging in training builds relationships.
When people are engaged in learning together, they build relationships and trust. This is essential for team building and effective communication.
4. Engaging training leads to better results
If you want your team to succeed, you must invest in their development. Engaging in training is one of the best ways to do this. It will lead to better performance and results for your business.
Effective ways to motivate your team
So if you’re looking for a way to make your training more engaging, consider
Let them know about the benefits
Ensure employees know the benefits of training, such as the chance to learn new skills or improve existing ones.
Make it convenient
If possible, offer training opportunities convenient for employees, such as online courses or classes during work hours.
Consider offering incentives for employees who participate in training, such as gift cards or extra paid time off.
Make it mandatory
In some cases, you may need to make training mandatory for employees. For example, if a new safety regulation requires it.
Ask employees for their feedback on the available training opportunities. This can help you make sure they’re interested in what’s being offered.
Be flexible in how you offer training so that employees can choose the format and schedule that works best for them.
Keep it relevant
Ensure the training you offer is relevant to employees’ jobs and interests. Otherwise, they may not see the value in it.
Get leadership buy-in
Make sure leaders in your organization are supportive of training and development opportunities. This can help ensure that employees see it as a priority.
Promote success stories
Share stories of employees who have benefited from training with other employees. This can help show the value of taking advantage of these opportunities.
Employ gamification strategies
One way to encourage employees to get excited about training is to make it more game-like. Use strategies like leaderboards, badges, and progress bars to give people a sense of accomplishment as they move through the material. You can also offer rewards for those who do well on quizzes or other assessments.
Tie training to promotion and advancement opportunities
When employees see that completing training can lead to better positions and more responsibility within the company, they’ll be more likely to engage in the program. You can also make training a requirement for certain roles or positions.
Either way, linking training to opportunities for advancement will help motivate employees to participate.