Discover our ways to audit your existing internal training courses and increase the rate of employee engagement.
Les internal job training can sometimes encounter a low level of commitment for several reasons, which may vary depending on the specific context of the business or organization. In this article, we will give you tips for creating internal training courses that are more engaging and motivating for your employees!
First of all, it is important to identify the source of a low engagement rate on internal training in your company. Here are the most common causes. Of course, the lack of commitment to internal training often results from a combination of several causes. Do some of them reason more than others in your business?
1. Lack of Relevance
If the courses offered are not directly linked to the needs or interests of employees, employees can lose interest quickly. The training courses must be relevant and applicable in the context of each employee's work.
2. Lack of Time
Employees may feel overworked and do not have time to participate in internal training, especially if it is not directly related to their current responsibilities.
3. Lack of Interactivity
Passive job training that doesn't directly involve learners can be boring. Learners are more likely to engage in interactive and participatory training!
4. Lack of Management Support
Employee engagement in internal training can be influenced by the support or disinterest shown by company management. If management doesn't value internal training, employees may not see it as important.
5. Lack of incentives
A lack of incentives, such as promotions, pay increases, or post-training career opportunities, can reduce employee engagement. Incentives can motivate employees to invest time and effort in their professional development.
After identifying the main causes of a low engagement rate in your professional training courses, it's time to get started to remedy them! Also, keep in mind these 5 golden rules for creating engaging internal training courses.
A first approach is to conduct individual interviews, allowing employees to express their perspectives on their current skills and the areas in which they feel the need to improve. The analysis of current performance, feedback from previous evaluations and the results of previous training courses offers valuable insights into existing shortcomings. Field observations, surveys, focus groups, and competency assessments gather a variety of data and promote the active participation of employees in the process of identifying needs.
Only 20% of the knowledge of employees is formalized in a company! Make each employee an actor in the training of their peers by allowing them to create engaging training courses. The training will be all the more valuable for a learner if it is provided by a recognized expert within his company. Some solutions like Komin.io make it easier for employees to create online knowledge-sharing paths.
The integration of innovative teaching methods is a powerful lever for strengthening the commitment and effectiveness of learners. First, the use of new technologies can play a key role, by incorporating simulations, interactive modules, and virtual reality tools to create immersive learning experiences.
Online platforms and virtual classrooms facilitate access to educational content at any time and from any location. The use of “serious games” and training scenarios based on real cases offers a fun approach while promoting the resolution of concrete problems.
Collaborative methods, such as working in virtual teams, encourage social learning and knowledge sharing. Finally, the personalization of training paths, adapted to individual learning styles, ensures a more relevant and motivating experience for each learner.
Promote discussions and exchanges of ideas between employees: break the silos!
Encouraging active participation in training is crucial to fostering dynamic and meaningful learning. Creating an inclusive environment where learners feel comfortable sharing ideas and asking questions is critical. Incorporating interactive activities, such as group discussions, case studies, and role plays, allows participants to be directly involved in the learning process. The use of technology, such as real-time survey platforms and chat tools, also provides instant ways to gather learners' thoughts. Diversifying presentation formats, such as videos, podcasts, or debate sessions, maintains attention and stimulates interest.
Evaluating the effectiveness of training courses is an essential step in measuring the return on investment and ensuring that learning objectives are achieved. Learner evaluations, in the form of questionnaires or surveys, make it possible to gather quantitative and qualitative feedback on satisfaction, the relevance of the content, and the clarity of the information provided.
Online platforms like Komin.io also allow you to monitor the progress and commitment of your employees directly and present you with key KPIs to quickly assess the effectiveness of your training courses and take corrective actions if necessary.
You will have understood it: if you encounter a low engagement rate on your internal training courses, the first step is to try to identify the main causes of this lack of interest.
After working with numerous companies on internal training topics, we have found that establishing a culture of sharing knowledge between peers makes it possible to increase the commitment to internal training by 5 times. Each employee becomes a real player in training within the company. It also makes it possible to value everyone's knowledge!
“With Komin, we documented our operating procedures 10x faster than with paper”
- J. Cerruti (Methods & Industrialization Manager)
