How to encourage participation in training

 In Courses

How to encourage participation in training

Organisations have always struggled to engage adult learners and motivate them to take part in training.

Many companies invest huge resources in employee education, believing that improving employee skills sets will benefit both the employee and the company. Corporate investment in employee training is driven by the expectation that employees will have higher skill sets, greater productivity, and a positive correlation between training hours and profitability.

Training employees is expensive. Unmotivated workers and worker negativity are two of the intangible costs associated with training. There are many negative consequences after training, including complaints about the time taken from work and the perception of little personal benefit from the experience.

Training is often as boring as a vacation for many employees. Boredom can make it difficult for employees to learn, complete their courses and finally achieve the training goals that will help your company succeed.

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Benefits of employee engagement in training

Employees who have been well-trained and are capable of contributing to the company’s success are more likely to stay and contribute to it. It is impossible to afford to replace (and train) new employees all the time. Employee engagement is increased by high-quality training programs. Employees who are engaged are more productive and efficient in all aspects of their lives. They also deliver better customer service.

People who have more knowledge are more productive and engaged. What can you do to encourage employees to take part in employee training?

How to encourage interaction and participation in training

Training participants are more likely learn and retain the information they have learned if they interact with one another. If employees find the courses inconvenient, not applicable to their jobs, or if they are too dry, it will be a waste of your time and money. It’s time for you to implement simple strategies for learner engagement, such as the ones listed below.

Get started on your training right away

Online training has a tendency to be inconsistent in terms of arrival times. This is mainly due to connectivity issues and log-on problems. However, you don’t have to frustrate those who arrived on time. Make their time worthwhile! You can, for example, ask your audience to answer a survey that leads into the training topic.

Training should be practical and relevant to the job.

It is important to make every course relevant and practical in order to motivate employees to take part in training. You can motivate employees to participate in training by analysing their performance goals, asking them what they are struggling with, or how they could improve. Then, you can give them the training that they need to do better at work.

Training should be a priority for your company.

If you set training goals and are rewarded for reaching them, you will be a self-motivated learner, even when you have to take part in compulsory training. Start offering training incentives to employees. These incentives could include certificates, recognition from the public, or additional time off.

Engage with your attendees.

Engaging your audience is key to ensuring that they pay attention. Training might not prove as productive if they don’t. Encourage your attendees to get involved by acknowledging them and encouraging them. Take some time to get to know your attendees by asking them a yes/no questions and then having everyone answer with a yes.

Make the training interactive

As we have already mentioned, mix it up by sharing slides and asking for input via text chat. Then ask for an attendee’s participation and to come off the mute. Your training should be the topic of the discussion.

Gamification strategies can be used.

Our recent survey shows that games are very enjoyable. More than 80% of employees who have gamified training feel motivated. However, over 60% of those who do not receive it feel unmotivated and unproductive. This means that your training should be gamified immediately!

Eliminate barriers that prevent participation

Workers must feel valued and heard in order to participate in the program. They also need access to reporting tools. If language, education, and skill levels are not taken into consideration, or if workers fear reprisal or discrimination for speaking out, participation will be revoked.

Management signals its appreciation for workers’ input by encouraging them to take part in the program. Workers should be given the time and resources they need to take part in the program. Recognise and give positive reinforcement to all who take part in the program.


A strong facilitator is essential for training. Training should be well planned, informative, engaging and fun. This will ensure employees have a great experience that will improve retention. If done right, your trainings will inspire a culture that is more than just the classroom.

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