Find out how you can audit your existing in-house training courses and increase employee commitment.
In-house training courses can sometimes meet with a low level of commitment for a number of reasons, which can vary depending on the specific context of the company or organization. In this article, we'll give you some pointers on how to create more engaging and motivating in-house training courses for your employees!
First of all, it's important to identify the source of low commitment to in-house training in your company. Here are the most common causes. Of course, a lack of commitment to in-house training is often the result of a combination of causes. Do any of them make more sense than others in your company?
1.Lack of Relevance
If the training offered is not directly linked to the needs or interests of employees, they can quickly lose interest. Training must be relevant and applicable to each employee's work context.
2. Lack of time
Employees may feel overworked and not have the time to take part in in-house training, especially if it's not directly related to their current responsibilities.
3. Lack of interactivity
Passivebusiness training that doesn't directly involve learners can be boring. Learners are more likely to engage in interactive, participatory training!
4. Lack of Management Support
Employee commitment to in-house training can be influenced by the support or lack of interest shown by the company's management. If management does not value in-house training, employees may not consider it important.
5. Lack of incentives
The absence of incentives, such as promotions, pay rises or career opportunities after training, can reduce employee commitment. Incentives can motivate employees to invest time and effort in their professional development.
Once you've identified the main causes of low engagement on your business training courses, it's time to get started on remedying the situation! Keep in mind these 5 golden rules for creating engaging in-house training courses.
A first approach is to conduct individual interviews, enabling employees to express their perspectives on their current skills and the areas in which they feel they need to develop. Analysis of current performance, feedback from previous appraisals and the results of previous training courses offer valuable insights into existing gaps. Field observations, surveys, focus groups and skills assessments provide a wide range of data and encourage active employee participation in the needs identification process.
Only 20% of employee knowledge is formalized within a company! Make every employee an active participant in the training of his or her peers, by enabling them to create engaging training paths. Training will be all the more valuable for a learner if it is delivered by a recognized expert within the company. Some solutions, such as Komin.io, make it easier for employees to create online knowledge-sharing courses.
The integration of innovative pedagogical methods is a powerful lever for enhancing learner engagement and effectiveness. First and foremost, the use of new technologies can play a key role, 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-life cases offers a playful approach while promoting concrete problem-solving.
Collaborative methods, such as virtual teamwork, encourage social learning and knowledge sharing. Finally, the personalization of training paths, adapted to individual learning styles, guarantees a more relevant and motivating experience for each learner.
Encourage discussion and exchange of ideas between employees: break down silos!
Encouraging active participation in training is crucial to fostering dynamic and meaningful learning. It's essential to create an inclusive environment where learners feel comfortable sharing their ideas and asking questions. Incorporating interactive activities, such as group discussions, case studies and role-playing, allows participants to be directly involved in the learning process. The use of technologies, such as real-time polling platforms and chat tools, also offers instant ways of gathering 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 return on investment and ensuring that learning objectives are met. Learner evaluations, in the form of questionnaires or surveys, provide quantitative and qualitative feedback on satisfaction, relevance of content and clarity of information.
Online platforms like Komin.io also enable you to track your employees' progress and commitment live, and present you with key KPIs to quickly assess the effectiveness of your training courses and take corrective action if necessary.
As you can see, if you're experiencing a low level of commitment to your internal training courses, the first step is to try and identify the main causes of this lack of interest.
Having worked with a number of companies on internal training issues, we have found that establishing a culture of peer-to-peer knowledge-sharing increases commitment to internal training courses by a factor of 5. Each employee becomes a real player in the company's training program. It also makes the most of everyone's knowledge!
"With Komin, we have documented our operating procedures 10x faster than with paper"
- J. Cerruti (Methods & Industrialization Manager)
