How to Better Motivate Employees to Learn

Better Motivate Employees to Learn

Most Leaders Would Like to Better Motivate Employees to Learn
While employees appreciate investments in their skills, knowledge and career development, the day-to-day demands of the business often make learning a challenge.  How can we better motivate employees to learn and make better learning motivation a reality?

Focus on the Transfer of Training
In the corporate environment, learning with little-to-no prospect of on-the-job application has little value. It is the transfer of training that really counts. The transfer of training also fits nicely with how to better motivate  employees to learn – the possibility of usefulness in the immediate future to make things that matter personally and professionally easier, faster or better.

Training Content Needs Training Context
In other words, to better motivate  employees to learn, training content (the what and the how) needs relevant training context (the why).  We need to provide a reason for learners, their bosses and the business as a whole to care about why we ask them to put in the time and effort to learn new skills and behaviors. Learning takes time and even simple change is not easy.  To better motivate  employees to learn, there has to be a clear “what’s in it for them” rationale.

Three Questions You Should Answer
Why is the learning important for:

  1. Their personal success now and in the future?
  2. The short- and long-term goals of their team?
  3. The company as a whole?

If training participants (and their bosses) don’t understand how the learning will directly benefit them, the proverbial carrot has little allure.  Once employees understand and accept the value of the training, you can add other rewards and recognition to reinforce their successful completion of the program and application of skills on the job.

How You Will Know You Are Headed in the Right Direction
The goal is for:

  • Your employees to be self-motivated to learn because it is in their personal and professional best interests to enhance their skills, knowledge and on-the-job performance.
  • Their boss and the company as a whole to be self-motivated to reinforce and support the learning because it is in their personal best interests and in the best interests of the organization for their employees to improve their performance.

The Bottom Line
For training to matter, it must be highly relevant to the target audience, their bosses and executive leadership compared to the other priorities on their plate.  Is your training relevant enough?

To learn more about creating meaningful training with impact, download How to Increase the Adoption & Impact of Training

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I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

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Rambus

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

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I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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Edify

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