1 – Keep it dynamic.
Learners’ needs change as they progress through their training, so make sure to adapt your motivational strategies to reflect these changing needs. At the beginning of their journey, try enticing them with the personal benefits of the training, then, later on, you could spur them on with the promise of rewards. Towards the end make sure they have all the support they need to reach the finish line.
2 – Take an active interest.
Don’t abandon the employees after the initial launch. Maintaining engagement with the trainees will ensure participation doesn’t dwindle in the wake of the initial excitement. Regular catch-ups will inspire progress and also serve as a chance to address any concerns.
3 – Make sure employees can fit training into their schedule.
It can be a challenge for employees to take time out of their busy schedules to devote to training. Thorough planning can help to ensure training demands don’t have a detrimental impact on your employee’s work-life balance.
4- Provide a good learning environment.
Put some thought into where your employees will study. An open-plan office environment may not be conducive to effective studying. Think outside the box and try environments not necessarily associated with training.
5- Create a culture that enables the training benefits to be realized.
Enabling your teams to apply their newly acquired skills can really boost motivation. Provide opportunities for them to put their learning into practice, and observe the results. It is the application of the training that is key for both the individual and the company.
6- Tailor motivation to different markets.
There are big differences in preferred motivational strategies between countries and it is important to acknowledge these and tailor your approach for each market.