8 Ways Managers Can Encourage Employees to Attend Training
Workplace training offers several significant benefits for individuals, departments, and organisations as a whole. It not only upskills employees but also facilitates the sharing of knowledge across the business, supporting the wider team. However, busy schedules often result in training not being prioritised, especially when team members don’t see immediate benefits.
As a manager, you can help your team recognise the value of training. While mandatory training isn’t always an option, there are effective ways to promote participation. Here are eight strategies to motivate your team to engage in training.
- Be specific
Communicate exactly what you expect from the training and what your team can gain from it. This includes outlining the skills and knowledge they’ll acquire and how these will benefit their roles and the organisation.
Provide specific dates and times for the sessions, along with information on the host and the topics covered. Clear, detailed communication can significantly boost motivation and attendance, as employees are more likely to participate when they understand the exact benefits and logistics. This transparency helps them plan ahead, reduces uncertainty, and increases their willingness to attend.
- Make it easy
Simplify the process of attending training. Consider potential barriers such as remote access needs for employees with dependents or scheduling conflicts during work hours.
If training is held during work hours, support your team by clearing their diaries and blocking out time. By proactively removing obstacles and streamlining access, you foster a more supportive environment that encourages participation. This approach not only improves attendance but also promotes a culture of learning and growth.
- Use real-time issues
Linking training to current challenges can significantly enhance its effectiveness. Assess how the content relates to ongoing events, both externally and within your organisation.
By focusing on topical issues, you demonstrate the immediate relevance and practical application of the training. Show your team how the skills gained can solve specific problems they’re currently facing. This strategy boosts engagement and highlights the real-world value of the session.
- Eliminate fear of failure
Employees may hesitate to join training due to a fear of failure or making mistakes. Learning new skills can feel daunting, especially if they worry about being evaluated or falling short of expectations.
The idea of a post-training quiz can also increase anxiety. As a manager, address these concerns by reassuring your team that the purpose of training is to support growth, not to test or trip anyone up.
Foster a supportive environment where mistakes are seen as part of the learning process. Encourage questions and reinforce that it's okay to seek help. This reassurance can transform training into a positive, confidence-building experience.
- Involve social collaboration
Incorporating social elements into training can be a powerful motivator. Schedule sessions that multiple team members, or even different departments, can attend together to create cross-collaboration and networking opportunities.
This shared learning experience can make training less intimidating and more engaging. Employees often feel more comfortable learning alongside their peers. For those who enjoy networking or see it as part of their career development, this collaborative approach adds further value and builds a sense of community within your organisation.
- Link training to career growth
If the training supports career advancement, make that clear. Highlight how the skills and knowledge gained can be stepping stones toward promotion or other professional goals.
When employees see that training directly benefits their personal development, not just the organisation, they’re more likely to engage. Emphasising career growth also shows your team that you’re invested in their future, which can be highly motivating.
- Lead by example
If you don’t attend training yourself, your team may question its importance. There’s always room for growth, so consider which sessions would benefit you, too.
Even with a busy schedule, making time for training demonstrates that you value learning. By participating yourself, you reinforce the message that professional development is essential for everyone, including leadership, and inspire your team to follow your lead.
- Recognise and reward participation
Acknowledge employees who complete training sessions, whether it's through a shoutout in a team meeting, a certification, or even small incentives like digital badges or gift cards. Recognition reinforces the idea that training is a valued part of their contribution to the organisation.
For example, you might introduce a "Learner of the Month" feature on your company intranet or during team catch-ups. This not only boosts morale but also encourages others to take training seriously when they see peers being appreciated for their effort.
