By Stephanie Naoum
I’m sure you have all attended a training that left you confused, bored or wondering why we were even there. Do the below statements sound familiar?
- I was a passive listener.
- The content did not apply to my daily job.
- I didn’t understand the language/vocabulary used.
When designing a training program, it must be clear that the content presented is for your employees. They must feel confident answering the question, “What’s in it for me?” Creating a learner-centered atmosphere enhances your learners’ motivation and engagement. The more your learners value the content, the more they will desire to achieve the end goal of your training.
- Ask pre-assessment questions at the beginning of your training to gauge your learners’ base knowledge. You can use the results to decide where to spend in-class training time.
- Use a Priority Ranking question type to ask your learners what subjects are most important to them. Use the real-time data to adjust your training based on their requests.
- Utilize individual reports to pinpoint certain learners that may need remedial training.