Employee Training Made More Engaging

employees engage in training

Employee Training Made More Engaging

The company has brought a software trainer and this particular session is about a new software tool you’re going to use for work in two months. You’re in a conference room with a handful of your colleagues, struggling to pay attention as the trainer progresses slowly through a PowerPoint presentation. Your mind keeps drifting, you become distracted by the trainer’s monotone voice, and your colleagues are starting to nod off.

Unfortunately for many working class people, this is an all-too-familiar scenario. There is no doubt that employee training is a pain for everyone involved, the idea of having to sit through another boring training session probably doesn’t just excite anyone. Even worse by the time the session is over, they might have particularly forgotten half of the content, time would not only be wasted but resources also.


Don’t take it too serious

If you are conducting a software training, a business training, or a project management training, the world is definitely not going to end if your training is not perfect. Have fun, tell mildly embracing stories of your mistakes. This technique helps in lightening the moods of the learners, it allows them to let down their guards, to relax which in-turn allows them to learn.

Speak their language

When the training session is going on try as much as possible to use their lingo. If you are training operations managers, acknowledge their challenges and/or office jokes.

Have a conversation

Talk with your learners not to them or at them. A training session should be a back-and-forth exchange. To borrow from Harold Stolovitch’s book title; telling people something for four hours is not training them.

Let the conversations linger

Do not be too quick to cut off discussions or conversations in class. You certainly do not want to allow people to babble on and on for too long when one of your jobs as a trainer/facilitator is to keep the class on track … but if you cut conversations off too soon, you will lose your audience. They will think to themselves, “Who does this guy think he is?” If you are not sure, let the conversation go a little longer, most of the time the discussion will end naturally.
Treat people like responsible adults

A little late? Not to worry. If they missed something, their loss. They can make it up. If they have personal issues outside of work, respect that and show them support. Someone who comes back from break late and misses an important part of the course does not need a lecture from you. The consequence is that they missed something important. Remember they are a responsible adult. If they miss something, it’s their loss. It is another story entirely if someone is disrupting the class. That has to be dealt with directly.
Ask the class

If a learner asks a question and you know the answer…don’t just answer it. Put your ego aside and say, “Good question. Does anyone know the answer?” This is a great way to increase engagement and participation in class. This is the best part, if a learner asks a question and you do not know the answer say, “Good question. Does anyone know the answer?” Most of the time someone will have answer and it will spark other answers and some of them might just be the right answer.

Have people perform the tasks in class, lead discussions, or enter cases into the system. If this is not possible in class, redesign the class or create activities, or simulations that can be performed before or after class. If you can, have people return to their desks during class to perform activities. Then, bring them back to class after 20 minutes to debrief.


Solicit feedback on the training session. Critiques work best when they are written and anonymous, unless a trainee volunteers to discuss his or her thoughts in person. Trainee input is vital for making the next session and the overall training program more


The best approach to improve the quality and participation level for your corporate training is to obtain professional help for developing your new E-Learning training program to bolster employee engagement and ensure you attain the desired results from the training. An example of employee training content developer is e-training Institute. All online courses provided by e-training Institute are designed and developed under a tried and tested Unique Learning Framework that is proven to deliver 98.6% pass rate at first attempt.
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