Continued education has become imperative for employee retention and development in organizations today. Statistics show that an average employee stays with your company for around 4.5 years. However, workers choose to leave for many reasons, including the absence of development opportunities at the workplace. So, how to retain more employees? Motivate them to engage in continuing education. It’ll improve their soft skills and enable them to continue their academic progress while keeping their jobs. Unfortunately, companies often struggle to find the means of motivation. Hence, here we’ve compiled some suggestions on how to successfully encourage workers to pursue training courses and polish their critical abilities.

Tips to make your staff excited about learning

Do your workers expect you to provide personal development opportunities? In 2019, LinkedIn reported that 94% of employees were willing to stick with a company that invested in their tuition. On the other hand, around one-fifth of American workers resign after working for 45 days, costing the company extra expenditures. But offering training courses persuades workers to linger on with the employer while making them more engaged. And better-engaged employees are more happy and efficient.

There are many barriers to why some workers aren’t even pleased about company-provided educational opportunities. They don’t have time to train, find the courses irrelevant, or can’t digest the information. Distance learning has made education easier to attain and digest today. Employees can pursue an online MBA no GMAT required to develop their academic expertise. These courses also encourage workers to build and hone their soft skills. You can convince them to pursue these programs by:

1. Making it easy

Offer easy-to-comprehend and digestible courses in employee training programs. Offer bite-sized microlearning sittings without training sessions feeling like a second job. Microlearning also involves breaking down complex concepts into graspable portions then reinforcing these portions via helpful resources. It would be best if you also educated them on how to teach others whatever they’ve learned. This practice will make the learning process more enjoyable and an overall exciting experience to celebrate.

2. Prioritizing training

Employers should make training sessions a priority for encouraging more people to participate in the company-provided learning program. Workers won’t feel motivated if their company doesn’t value continued education. So, set employee training goals, track everyone’s progress, and appreciate those who accomplish these goals. You can also make training mandatory for everyone (a strategy we’ll discuss later). But another solution involves offering incentives to gain people’s engagement.

3. Making it mandatory

Don’t presume that making training sessions obligatory will make employees disinterested in these lessons. Instead, compulsion is often associated with importance. Ensure that your employees know why continuing education has been made mandatory. Research shows that value-added programs enhance a person’s participation. So, explain the benefits of employee training and elucidate why it’s being imposed. Learning its advantages will motivate more workers to attend training sessions.

4. Incentivizing

Different incentives encourage workers to keep studying under training programs. We’ll talk about some of these enticements later, including monetary compensations and flextime offered to a student-employee. Also, you can tie employee training to promotional and career advancement opportunities. When workers are ensured better positions within the organization and heftier paychecks, they’re encouraged to dedicate more time to learning. Let’s discuss incentives now.

5. Compensating monetarily

Another incentive involves offering them tuition reimbursement for pursuing employee training. It’s no secret that higher education costs heavily in the United States. So, providing financial assistance motivates more workers to continue learning. With enhanced expertise, these employees will bring their knowledge and capabilities to the workplace. Training sessions would’ve made them far more productive so investing in employee training is a win-win situation for the company and its workers.

6. Making training exciting

You can motivate more workers about training by making lessons interesting and exciting. It’ll stop employees from abandoning their education midway through due to a lack of motivation. Employers can try simulations, augmented reality, or gamification techniques to make the delivery process more appealing. Gamification refers to incorporating game-design elements into non-recreational tasks. A survey shows that 83% of workers receiving gamified training feel more productive and less bored.

7. Offering flextime

The strategy allows employees to choose a non-traditional work schedule that helps them create a work-life balance. They may choose to come in the morning and leave early for work or come in late and stay for the evening. If a worker attends on-campus classes, you can consider offering her/him a flexible schedule. It’ll allow employees to coordinate training sessions with their jobs. But employers need to hold workers accountable for this facility they’re gaining by choosing to continue learning.

8. Cross-departmental training

Some companies organize pre-training sessions or seminars where employees from many sections of the company collaborate and educate each other. It helps workers realize how colleagues from other departments perform their responsibilities. This way, they understand the working of the company as a whole as well as possibly picking up some new skills. This holistic approach to employee training has been beneficial to motivate workers to pursue training courses and become more productive.

9. Asking for feedback

Asking for proper feedback keeps employees motivated. Many workers often complain about their employers not receiving requisite feedback. A disregard for their opinions disheartens an employee. So, don’t forget to listen to your employees and encourage them to suggest ways of improving their education. You can even automate this process by allowing everyone to respond by using the quiz feature. Quizzes will enable workers to talk about how well they’ve performed in their training.

9. Personalizing

Another reason why some workers aren’t passionate about learning involves the absence of worthy information in these courses. If employees are asked to study something they already know, they’re likely to show disinterest in such an education. It’s like teaching a bird how to build a nest from scratch. Therefore, employers must figure out what their workers already know before making some lessons mandatory. Personalization motivates more employees to join training sessions and learn.

Conclusion

Do your workers enjoy working for the company? A 2017 Gallup survey shows that around 55-80 percent of them endure – and not enjoy – their employment situation. It means that most of your employees are unsatisfied and hence unhappy and unproductive. Interestingly, Forbes reports that happy workers are 20% more productive than unhappy ones. So, how can you – as the employer – enhance a worker’s satisfaction? Companies support personal development among employees and encourage them to pursue training programs for improving their capabilities. These online courses increase retention rates by 34% as your workers feel more engaged in the workplace. Thus, continuing education hones productivity.

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