Your team shows resistance to training programs. How can you engage employees who crave hands-on learning?

Offer workshops where employees can apply new skills in real-time tasks or projects, fostering a hands-on learning environment. Use simulations or role-playing activities that simulate real-world scenarios relevant to their roles, enhancing engagement through practical application. Facilitate peer-to-peer learning sessions where employees can exchange knowledge and skills in an informal setting, promoting hands-on interaction and collaboration. Ensure employees have access to tools, software, or equipment needed to practice and refine their skills independently, supporting continuous hands-on learning.

Basado en mi experiencia, las capacitaciones deben orientarse a mejorar las competencias del equipo de trabajo, así como apoyarles en su crecimiento laboral y profesional. Una capacitación o entrenamiento debe siempre enfocarse a obtener resultados para la persona, por ejemplo, mejores tiempos de respuesta, toma de decisiones, análisis de datos mejor enfocados, etc. Cuando la capacitación va enfocada en fortalecer las competencias que busca nuestro equipo de trabajo, adquieren ese compromiso y oportunidad que la empresa les está brindando.

Investing in training not only makes your employees experts at their jobs, but also helps you retain them. This is because they become better informed and more motivated to progress in their careers, thereby improving employee retention.

Pour impliquer les employés réticents aux programmes d'entraînement traditionnels, il est essentiel de créer des expériences d'apprentissage interactives et pratiques. Considérez l'intégration de simulations réalistes, de jeux de rôles, ou de projets de groupe qui encouragent la collaboration et l'application directe des compétences. Offrir des opportunités d'apprentissage sur le terrain ou des ateliers dirigés par des pairs peut également stimuler l'engagement. Enfin, recueillir régulièrement des retours d'expérience permet d'ajuster les programmes pour qu'ils répondent mieux aux besoins des employés.

Aquí lo importante es identificar a las personas claves para ser mentores y capacitarlos antes de las mentorías. Las personas necesitan sentirse valoradas, donde quien les hable sea un interlocutor valido y que esta persona les pueda trabajar con ejemplos de la experiencia. Igual con los equipos, no es lo mismo trabajar con individuos que con equipos; le apostamos a trabajar de manera sistémica.

I couldn't agree more with the effectiveness of On-the-Job Training (OJT). In my experience, hands-on learning has been instrumental in engaging employees and enhancing their skill sets. By integrating OJT into our training strategy, we've seen firsthand how it bridges the gap between theory and practice, allowing team members to immediately apply what they've learned. This approach not only boosts confidence and competency but also tailors learning to individual paces, making it more impactful and relevant. OJT has truly transformed our training process, fostering a more skilled and motivated workforce.

One from my experience- I continuously sought feedback from the team and made adjustments as needed. Regular evaluations of the training effectiveness and incorporating employee input helped refine the programs further. By taking the time to understand their unique needs and learning styles of my team through a needs analysis and then tailoring the training accordingly, we were able to overcome resistance and significantly improve engagement and productivity.