The nature of work is constantly changing. Some jobs (or approaches) have been completely eliminated, others are on their way to being wiped out, and new categories are gaining traction. Research companies are investing heavily to identify and understand market trends and recommend ways in which workforces can prepare to fulfil the needs. One thing that has stood out is the need for additional education.
Luckily, many companies are now giving special attention to additional training of individuals in different corporate levels. However, some have reported that some employees are reluctant to learn thus leading to time and financial losses. Such reactions are demotivating. If you are scheduling training, it is important to note that employees may not say outright that they are not interested in the training. You will see the intensity of their interest in their engagement.
This article has proven tips on how to increase their willingness of learning to prevent losses or rushing to fire whenever they hesitate.
a. Focus on the core reason
There are numerous reasons why one would seek additional information in a certain field. Some people seek additional information voluntarily and constantly to stay updated and prepare for the future while others need to see how the training will benefit them or only act when a need arises. The latter category is often the hard one to deal one.
To increase their willingness of learning, show them clearly how the additional training will push them a step further in their careers and bridge the gap between the company’s current and future states.
b. Consider their learning abilities and preferences
We have different learning preferences. If this is not considered, there are high chances of those who prefer a different model from what is being used being uncooperative. As a leader, diversifying your teaching model can make all the difference between a dull group of learners and an active one.
If your team is made of individuals who have different knowledge levels, it is enough evidence that if the lessons are not curated to benefit everyone, some will disconnect. If the training programs cannot cater for everyone, then sub-divide the group further and only offer what is relevant to them.
Also, rather than choosing a program because others are doing so, seek ideas from your team. This will give you a vivid picture of their needs and in consequence increase their chances of concentrating. It will also create an opportunity of them approaching you if the program is not meeting their needs.
c. Be mindful of their schedules
Some people barely have free time during their working hours. Therefore, if training is added on top of their daily duties and they are left to figure out how to handle everything, there is a high chance of them not cooperating as they constantly wonder how and when they will be able to beat the deadlines or handling the projects while the sessions are ongoing.
To increase their willingness to learn, reprioritize the projects, create time exclusively for training, and extend the deadlines as is necessary.
d. Evaluate factors that influence learning (the environment, trainer, and the quality of content)
Is the environment suitable for learning?
Are you teaching at the ‘right’ time?
Does the trainer have what it takes to educate your team?
As mentioned above, some people are always learning. Some are quite resourceful and can tell you about the current trends and where to get certain kind of information. When choosing the trainer, evaluate their skill set and quality of information being offered.
Your team will concentrate if the content is not something that they can easily pull off the internet or have heard elsewhere in a different version. It is also important to ensure that the trainer is not commanding rather than coaching, discriminating, veering off the topic unnecessarily, or using the opportunity to fish for information for his or her own gain.
e. Lead in the implementation of knowledge
It is one thing to learn and another to (be able to) use the knowledge to provide quality products and services. After the training, create opportunities or expose your team to opportunities that will challenge them to use the knowledge gathered. This will shape their attitude towards training programs; that it is not something they must do to keep their jobs, but rather is essential for them to reach their potential and provide more value to the company.
Constant education is becoming more important than ever. Nurturing the right mindset towards learning ensures positive results.