While creating an employee training program, one of the key aspects that the L&D department wants to achieve is employee engagement. All the efforts in building relevant content, hiring the instructors, and other infrastructure go in vain if your employees are not engaged.
Employee engagement in training can be estimated by various factors like attendance, assessment, course completion rates, and how active your employees are involved during interactive sessions. With remote training, the challenges that come with employee engagement have grown even bigger. Muted microphones and turned-off cameras have become the new normal these days. With many challenges, it’s important for HR managers to closely monitor progress and find ways to engage their employees.
Effective usage of training can help the employees to bridge the gap and make them more competent. To help your employees bridge that gap seamlessly, we have listed down a few strategies that can help organizations to grab the attention of their learners.
1)Provide user-centric learning resources
The younger generation of employees is quite different as they demand flexibility and high relevance from the course. One of the best ways to engage them is by creating customized and tailored programs. This means that you can create training content that can be accessed across devices and viewed anytime and anywhere. Update the content and make it highly relevant.
You can also provide the training content in different formats. Offer content material in a combination of animated and graphic content, video-based content, and reading material. With all these learning formats, your learners would be more engaged. Imagine your learners reading plain text content throughout the course- It’s hard for them to study and retain the knowledge. To offer content in various formats and manage it seamlessly, you can make use of learning management systems like Docebo. The Docebo LMS pricing is also very affordable and they offer a free trial as well, which makes it an excellent tool to start with.
Collaboration and social learning took prominence especially after the remote work trend started. Employee engagement has become a major issue in remote training. To overcome this, many organizations have come up with social learning. You can conduct more informal meetings where everyone’s allowed to talk and express their questions and doubts regarding training. Conduct doubts clearing sessions, create learner social media groups and keep your learners active in whichever way possible.
3)Make use of real-life scenarios:
Leverage real-life scenarios and stories that connect to the majority of your learners. Stories are a great way to boost engagement as most people like effective storytelling. But the stories you use should be highly relevant and have the capacity to keep your learners hooked. This needs proper planning and strategy or else it may backfire and makes your learners even more disengaged.
4)Make the questions intriguing
An intriguing question can make your employees think and discuss it with each other. Consider discussing the lecture at the end of each lecture so that your learners understand the importance of the lecture. Try to keep coming up with new and intriguing questions that can challenge your learners and engage them.
5)Reiterate the goals
Your employees perform well when they see the larger picture. Remind them often about how the training can help both the organization and the employees. The mission and vision of the organization can be a great factor in motivating and engaging your employees. Along with emphasizing the monetary benefits of training, try to motivate them by showing a clear direction for their professional growth.
To wrap up, there are several learning strategies that can keep your learners hooked throughout the training period. But, you need to choose the ones that give the maximum returns. Thus, experiment with a few of the strategies and find ways that can keep your learners hooked and engaged.