Keeping trainees engaged and motivated can be difficult. Motivation is a key part of the training process, but it can ebb and flow with time. Noodletalk provides the 7 steps you should take to keep your trainees engaged:
- Include daily check-ins for feedback
- Create a realistic evaluation process
- Encourage team building exercises
- Be transparent about expectations from both sides of the table
- Celebrate success, but don’t over praise
- Ensure trainees know what to expect from the training process and their career at your company.
- Make sure there are opportunities for growth in the long term (if possible).
“A well designed evaluation system is critical.”
“The best way to motivate people is by making them believe in themselves.”
“The best way to ensure a good training experience is by being transparent with expectations.”
Include daily check-ins for feedback:
Daily check-ins are the perfect opportunity for your trainee to give you their true thoughts on what was covered. This provides them a chance to voice any concerns or provide constructive criticism. It also gives you insight into how well it may be received once completed. Be sure not only ask them about their opinion of the content but also about anything going on at home that might affect attendance stress from work, family issues, etc.
Create a realistic evaluation process:
Trainees will be more motivated if they know the expectations for their performance and what’s expected of them. Make sure to go over these requirements before starting any tasks or as soon as possible in the training program. Creating an effective evaluation system is key, with goals set from both sides don’t just tell your trainee what you expect but allow them to give input too! This should include where they are currently at in relation to that goal, how much time it would take them to reach it, and tips on good study habits.
Encourage team building exercises:
One way to build rapport between peers is through frequent communication and activities outside of class or work hours. Offer opportunities for your trainees to get to know each other better in a low-pressure environment, such as group lunches or team activities (especially if it’s remotely conducted). This will make them comfortable enough to be more open with their thoughts and ideas!
Be transparent about expectations from both sides of the table:
One way for your trainees not just ‘going through the motions’ is by being clear on what they expect from you. Let them know what career path they could take at your company, how long training programs are usually, any opportunities for growth within that time frame these all factor into motivation levels. Allowing transparency during this stage can also help build trust between co-workers which leads to higher engagement overall.
Celebrate success, but don’t over praise:
It’s important to acknowledge when your trainee has done something well. Be sure not to make them seem like they’ve reached the end of their journey by praising too much. Remember that this is just a part of their development and there are other steps in between!
Ensure trainees know what to expect from the training process and their career at your company.:
Trainees need clear expectations during any type of learning experience, no matter how long it lasts or where it takes place. This includes knowing what you expect from them as an employee once finished with training, but also ensuring they have realistic expectations for themselves within those goals (i.e. don’t set unrealistic deadlines). The more knowledge they’re armed with about this stage in their career, the better!
Give feedback to trainees before they are evaluated:
If there is time for training sessions outside of regular work hours, this is a great opportunity to give constructive criticism. It’s important that your trainee feels valued as an employee during this crucial stage in development.