There are so many reasons why your employees aren’t engaging with your training programs that we could point out.
Whichever training programs type you plan (online, In-House etc.), they are supposed to enable your employees to be good at what they do.
Thus, it is important you train them regularly if you want them to keep being the top performers in your organization.
Sometimes it can be difficult for your employees to engage with your training content and program.
Here are some reasons why employees aren’t engaging in training programs:
1. Your manner of Approach:
If you have ever engaged with teaching before, you can attest to the fact that everyone learns differently. A group of people prefer to read materials, and some like to have things explained.
Some will prefer to watch, while others must do it themselves. There are many programs that rely on a singular approach that offers only one method. This makes learners forced to read, go through a self-paced program, or sit through an instructor-led class.
When building a training program, you should consider the medium or media you will use.
Do you build it so it can be accessed via multiple devices and formats?
Your employees will want the option to learn how, when and wherever they want; through the device they have access to. Finally, you must consider the management of content. The goal should be to create training programs that are easy to understand and engaging. You can start accomplishing your goals by utilizing different techniques like microlearning and combining animations, videos, and gaming assets.
2. Not designing the training with a Learner in mind:
Always remember that “one-size-fits-all” doesn’t work all the time. We are now in an age where the learner wants to be at the centre, expecting all resources to revolve around them.
Employees can easily identify a generic program as soon as they realize that it doesn’t provide value to their role in the organization. Today’s employees want to be informed when new content is available but also desire the flexibility to consume it as they want.
Also, they like to contribute to the schedule by providing feedback through surveys and social media channels.
3. The organization not having a Training Culture:
Having a training schedule should be part of your organization’s culture, and employees need to understand its value.
Online and In-house training shouldn’t seem like a compulsory activity but a beneficial resource that your employees can access at any time. When you make it part of your organizational culture, they will embrace it; and it won’t look like something they have to participate in because the boss demands it.
You should motivate your staff before starting a training and get them excited about what they will gain from the training/course. This can include social media posts, email newsletters, or free eBooks that analyze the training advantages.
The essential thing is to make your employees feel like attending training is part of their job, which enables them to be more productive and, eventually, fulfil their potential and get that promotion.
4. Not Regarding Your Employees’ Time:
During training, employees usually have an extra workload. They must complete their duties, incorporate the training, and make time for their personal issues.
Training shouldn’t force anyone to replan their schedule or miss out on important personal events. Neither should it affect their working time and cause a lot of backlogs. Having too many backlogs will result in stress, which makes employees disconnect from the training experience.
There are two common ways you can avoid this problem:
1. Create a flexible training schedule that allows your employees to decide when and how they receive information. For instance, incorporate a progress bar (just as we do) and a clickable eLearning course map so they can monitor their performance.
2. Provide microlearning resources that can be helpful during their time of need.
Training is vital for your employees and organization. But it wouldn’t be effective if you haven’t grasped your employees’ attention.
It is important that you ask them what it is that can make a positive difference in their experience. Then try to blend in their answers with your plans.
