How Can I Motivate My Team to Engage in Training Programs Aligned with Performance Reviews?

Dear All,

I am new to this forum, so first, please accept my greetings.

Coming to my query... I have joined my present company in January 2008 as a Senior HR Executive. We have fairly established HR policies. These policies were basically set by our head office in Hong Kong and therefore have certain loopholes when applied to our Indian conditions.

I have been given the responsibility to set up the HR department for our Indian offices. I want to introduce a few training programs, but I have found that people don't want to participate in such programs and show zero interest in them. I want to align these trainings with their performance reviews (which is not the case right now), but I am not sure how to proceed with it. 🤔

Please provide me with guidelines on how I can motivate people to attend these training sessions.

Regards,
Radhika

Assuming that the performance reviews equate to a bonus or salary raise, you should have no problem. Do a skills gap analysis and set the task of closing that gap to each employee (by way of attending the training) as the main part of their appraisal.

Success equals a pay raise/bonus, while failure equals a pay deduction (after allowing for inflation, etc.).

Dear All,

I am new to this forum, so first, please accept my greetings.

Coming to my query... I have joined my present company in January 2008 as a Senior HR Executive. We have fairly set HR policies. These policies were basically set by our head office in Hong Kong, therefore, they have certain loopholes when considering our Indian conditions. I have been given the responsibility to set up the HR department for our Indian offices.

Have you confirmed that the loopholes are addressed first before you even thought of working on them?

I want to introduce a few training programs, but I have found that people don't want to join in for such programs and show zero interest in them.

Have you tried to understand their interests and motivating factors, aligned with your company's policies and procedures?

I want to make these trainings linked to their performance reviews (which is not the case right now) but am not understanding how to go about it... :confused: Please give me the guidelines on how I can motivate people to attend these trainings.

I think first you need to have a clarity of thought, discuss with your head office about the shortcomings, know your people's interests, convey them to your management, and start working accordingly as you would be the best person who understands and knows the situation well.

All The Best!!!

Regards, Radhika

Use ISO 10015 benchmarks, i.e., 88% of trainings are useless. Continually improve by utilizing:

Training needs assessment

Return on investment

Ensure there is only one line break between the paragraphs.

Hi Radhika,

I want to introduce a few training programs, but I have found that people don't want to join in for such programs and show zero interest in these.

1. What are the few training programs?
2. Why are people not interested in such programs?
3. Which sector do you belong to?

If training programs are something that will add solid value to the individual per se, and the employee can see how it is going to make a difference to oneself as well as the job he/she is performing, only then will the employee be interested. Organizing broad soft skills training programs may or may not stimulate interest in the employees. A skill gap analysis and the outcome of that analysis shared with the employees will make the employees themselves come out with what type of programs they want or need.

All the best.
Geetha

Hello Radhika,

At the outset, define the 'end product' you would like to achieve through training your staff. This instructional objective, if well defined and thoroughly described to the participants, will certainly help you engage them in the programs. Try to be more 'practical' in your approach with people rather than being 'bookish' like many other young B-school graduates tend to be. Training programs cannot be generalized as they are always tailored to suit the participants' age, skill levels, and the specific industry you are in. Therefore, sift, sort, select, and conduct the program to bring out the best in your employees. Please feel free to reach out for any further assistance. :-P

Good luck to you.

Hi Radhika,

You mentioned that you want to provide training to employees. First, understand the performance levels of employees and analyze why the performance levels differ from one person to another. Understand the needs of the company, strengths, and areas of improvement of employees. Then, consider how to increase the confidence levels and performance levels of employees.

A happy employee can give their 100% performance, but an unhappy employee may only give 50-70% performance. Therefore, understand what makes an employee happy. This understanding is possible when you interact with your employees.

After identifying the factors, you can provide training on positive attitude and personality development in a different manner.

All the best,

Deepik G. :)
"Smile is a curve that makes many things straight. :)"

Radhika,

It is a natural tendency for adults to hate being taught, but they all love to learn. The best methodology for such demotivated employees to develop an interest in training will be to put them through highly interactive, fun-filled learning sessions. Create hype, and if required, take them on off-site training sessions. A series of team-based activities and individual recognitions will surely keep them coming back for more. The only mantra is not to lose focus on the key purpose of the training. We have tried it with many clients and have achieved positive results.

Onward and Upward, Arun B. Nair +91 98953 17333

Sometimes you can sell training by highlighting the personal benefits rather than focusing on the benefits to the company. Initially, people may show reluctance, but do not get disheartened. Gain the confidence of the department heads first, as this makes it easier to get nominations. Once they are on board, ensure that they leave happy and satisfied. The training should be exciting, energetic, challenging, relevant to their issues, and informative. Remember, no one dislikes a good training session.