Internal training is a requirement for every business, but sometimes, it can be hard to excite your entire workforce about training. Whether they feel they are being forced to attend training sessions that don’t provide any value, or they feel their time could be better spent, there are plenty of reasons why your learners may not be excited about internal training.

Here are three approaches you can use to ensure that learners from all over your business will be ready to adopt internal training and make it a standard part of their job.

1. Managers Need to Attend Training, Too

One key to remember when encouraging your staff members to take part in training sessions is that your management team needs to take part in training, too. As well as completing company-wide training like any other member of the workforce, there will also be management or department-specific training that leaders will need to participate in.

It can be hard to find the time to slot training into the workday, especially for managers, but showing the rest of the workforce than everyone in the business is ready and willing to make time for training is important for encouraging training adoption throughout your entire business.

Internal training shouldn’t be viewed as something that anyone is too busy or too important for, so encourage your management team to be excited and encouraging about attending internal training sessions.

2. Tailor Your Training Offering

When it comes to tailoring your training offerings for each department in your business, make sure you work with your department heads to ensure you are offering the best training plans you can. Rather than trying to fit everyone under a broad training umbrella, working with your department heads will help you plan out the training everyone in that department needs to be able to do their job effectively and grow in their role.

Providing a tailored training plan for each department will help your learners become excited about their learning and development, as they can see how the training applies to their day-to-day work and can pinpoint the knowledge they will gain from each training session.

Your department heads will also be able to promote the training their team will be receiving when they play a crucial part in designing the internal training plan in the first place.

3. Include Regular Training as Part of Day-to-day Tasks

Training can easily become an activity that employees see as a waste of time and something that impedes completion of their “real work.” This attitude can be difficult to combat, so it’s important to show team members that they can complete training as part of their day-to-day tasks and don’t need to reschedule their entire workday to attend it.

E-learning is beneficial here, as your learners can complete training as and when they have some spare time, rather than worrying about taking hours off at a time to attend training sessions. If they have a little time at the end of the day, or if a meeting is cancelled and they suddenly find themselves with a block of free time, they can use this time wisely and complete some training.

It will be easier to encourage training adoption throughout your entire business if you make it as easy as possible for your learners to slot it into their workday so that it doesn’t disrupt their work (which may cause them to see it as a negative). Internal e-learning can help you accomplish this goal.

Encouraging internal training adoption from the top down is about making sure every member of your workforce can see the value of internal training. However, you also need to make sure you make the training as useful and as easy to fit into the workday as possible, to prevent people from seeing it as a chore. Then, internal training will be embraced company-wide.