Most organizations could significantly improve the motivating capacity of their internal trainings. Personalization is one of the most delicate aspects of training in companies, but these are often far from this, have little regard for the personality or individual objectives of each trainee. The contents are not always as interactive as they should be so that the training is effective. We propose a practical guide to reinforce the motivation of the students in the bosom of the company.
If the trainees are not motivated, they will not learn
As a result, organizations do not get the optimal result, nor do they develop the skills they expect from the training in which they invest. If your formandi do not seem to be very motivated, if you do not see a transfer of skills or a significant impact on their activities, the first step that can be taken is to improve the interactivity in the training and learning experience.
Many digital training modules consist of simple converted PowerPoint presentations.
However, the slides that trainers develop for face-to-face training are not intended to be used as teaching tools in the context of individual self-learning.
Some digital training designers try to make e-learning interactive by, for example, hiding elements, which they then reveal to the learner as they progress through the module. But that is not enough to create real interactive content. The fact that a student clicks frequently does not necessarily mean that educational content is interesting. In fact it is possible that it ends up accelerating the steps and completing the course as soon as possible.
6 tips to improve the interactivity of your courses
If the trainee has the feeling that the content of the training has a real interest for him, he will be more conditioned to take advantage of it. Here are 6 tips for the HR department and training and development specialists who wish to improve the interactivity and attractiveness of the training experiences of their employees:
1- Never lose sight of the objectives of the training.
Internal training usually tries to solve a problem: always verify that the objective is achieved. Be sure to ask and answer the question “What does all this bring me?” The trainees should know why they are forming, and what the tangible benefits will be for them and for the organization.
2- Avoid overwhelming the formandi with too much information.
Do not drown them under an avalanche of information, it is more efficient to provide the students with the precise knowledge they need. Now it is very common to deliver e-learning modules on mobile devices, and knowing that the attention span of the students is extremely short, it is more efficient to separate the training into smaller parts, which allows the students to consult on these more easily and quickly It is also important to design training courses for mobile devices according to the “mobile first” concept, that is, to adapt with priority to this model of consultation.
3- The “universal” training does not exist.
Adapt the scope and duration of the training to the problem you need to solve. If a director simply wants to update the knowledge of their collaborators on the Gantt tables, it is not necessary to do a three-day administration course. A micro-training, that is, a very short course directed to a particular need, will be more appropriate. On the other hand, a person at the beginning of his career could benefit from a solid basic knowledge about the methodology of project management, which will undoubtedly serve him throughout his career, which will require an immersive learning experience. It is important that the internal training and development teams validate the content and verify that it is appropriate and meaningful for its audience.
4- Use technology with knowledge of cause.
It is not essential to use all the new technologies that are fashionable to try to motivate students. It is not necessary to provide them, for example, training in the form of videos in a comprehensive manner. Research has shown that interlacing different types of training content – screen readings, mini case studies, knowledge tests – allows a better knowledge assimilation. Take advantage of the power of traditional narration, which facilitates the integration of knowledge through the use of metaphors, case studies, testimonies and concrete examples. The key is to develop the content of the training focusing on interactivity and participation.
5- Provide a training that corresponds to the needs.
The experts in the learning sector agree on the distinction of five “moments of need” during the training:
1. Learning: Individuals learn to do something for the first time.
2. Deepen: Individuals understand and deepen their knowledge.
3. Apply: The trainees must implement what they have learned, including planning what they are going to do, remembering what they may have forgotten or adapting their work to a particular situation.
4. Solve: when a problem arises, or a situation deteriorates, or things do not work as expected.
5. Change: the trainees must learn a new way of doing things, which requires them to adapt their prior knowledge, deeply rooted in their practice (*).
The first two categories generally require formal learning, in the form of e-learning, or face-to-face, and interactivity must adapt to learning new knowledge, through the use of quick questionnaires or regular knowledge tests.
After these first two steps, the trainees may feel the need to revise some knowledge to apply them in real life situations.
The last three “moments of need” require on-the-job training to support good performance. It can take the form of digital learning modules, supported by a tutor and a mentor. Testing your new knowledge through scenarios that the students are likely to find in real life would be a good opportunity to interact with the ‘moments of need’: apply, solve and change.
6- Make training a social and pleasant activity
The attention of the formandi is easily diverted by a large number of distractions, so that interactivity can help make learning fun and enjoyable, which positively influences their motivation, reflection and commitment. When the formandi feel that they are part of a group, they want to do the same as the rest, be participants. It is important to maintain communication and feedback so that students remain motivated. Sometimes it is appropriate to use gamification techniques, elements of games such as competition, challenges, reaching different levels and obtain rewards, anything that can help motivate the groups of formandi.
Interactive learning allows students to view content from different angles, providing examples and opportunities to apply and test their knowledge. Trainees retain knowledge more quickly through interactivity because they use reasoning techniques such as; evaluation, interpretation and synthesis of information, instead of simply categorizing, memorizing or describing information.
interactivity It is not enough to perfect a training integrating an elaborate interactivity. The key is in the content, which must be personalized and adapted to the needs of each one. It is also important to bear in mind that participation does not depend solely on the content. It is the whole learning experience that is at stake, and must be harmonious, relevant, responsive and effective. Training and development managers who strive to implement interactive methods will be rewarded with more motivated and satisfied trainees, better learning outcomes and a better alignment with the organization’s set of training objectives.