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How do you follow up with learners who are struggling or disengaged from the training?

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As a training facilitator, you want your learners to be engaged, motivated, and successful in applying the skills and knowledge you teach them. But sometimes, you may encounter learners who are struggling or disengaged from the training, either due to personal or professional challenges, lack of interest, or low confidence. How do you follow up with them and help them get back on track? Here are some tips to consider:

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Gregg Eiler

Team Performance Multiplier: Fueling Loyalty & Growth for Global Companies // Catalyst at Nike, lululemon, Oakley…
Raghunathan Veeraraghavan

Training Facilitator at ICBI Chennai
Khaled Sdiri (PMP)?

PMP Project Manager| Training Manager and Aviation Security Instructor | TRAINAIRPLUS Focal Point | Six Sigma Belt…

1 Identify the root cause

The first step is to identify the root cause of the learner's struggle or disengagement. Is it related to the content, the delivery, the environment, or the learner's own situation? You can use various methods to gather feedback, such as surveys, quizzes, observations, or conversations. Try to be empathetic and respectful, and avoid making assumptions or judgments. Ask open-ended questions and listen actively to the learner's perspective and needs.

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Gregg Eiler

Team Performance Multiplier: Fueling Loyalty & Growth for Global Companies // Catalyst at Nike, lululemon, Oakley, Netflix, Powin, and more.
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It depends on where you want to place the accountability. You can place it on the learner and who them accountable for their performance. You can place it on the stakeholder and drive things from that side. I believe a lot of the engagement challenge gets answered when we dig into accountability.

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Raghunathan Veeraraghavan

Training Facilitator at ICBI Chennai
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The question pre supposes that there is a committed and capable trainer. The learners come with different levels of enthusiasm and ability to understand. The challenge therefore is to see that the last ranked learner also learns what is expected to be learnt. If learners have attitude limitations that has to be addressed first by teaching suitable soft skills. If there is willingness to learn but the ability to grasp is limited then repeated efforts have to be taken to make the learning effective. In any group a trainer will face all kinds of learners and he has to be prepared for it.

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Khaled Sdiri (PMP)?

PMP Project Manager| Training Manager and Aviation Security Instructor | TRAINAIRPLUS Focal Point | Six Sigma Belt Certificate | Scrum Certified | Managing Trainings and Projects for Organizational Growth??
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Following up with learners who are struggling or disengaged involves a proactive and supportive approach. Begin by reaching out individually to understand their specific challenges or reasons for disengagement. Offer personalized assistance, such as additional resources, one-on-one support, or tailored learning materials to address their needs. Schedule regular check-ins to monitor progress and provide encouragement. Create opportunities for learners to share feedback and express concerns, ensuring they feel heard and valued. Adjust the training approach based on their feedback to better meet their needs. By providing targeted support and maintaining open communication, you can help re-engage learners and enhance their overall experience.

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2 Provide personalized support

The next step is to provide personalized support to the learner based on the root cause and the learning objectives. You can use different strategies, such as coaching, mentoring, peer support, additional resources, or modifications to the training design or schedule. You can also set specific, measurable, achievable, relevant, and timely (SMART) goals and action plans with the learner, and monitor their progress and achievements. Remember to acknowledge their efforts and celebrate their successes.

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3 Create a positive learning climate

The third step is to create a positive learning climate that fosters engagement, motivation, and learning transfer. You can do this by establishing rapport and trust with the learner, creating a safe and inclusive space for learning, encouraging participation and collaboration, providing constructive feedback and recognition, and linking the training to the learner's goals and interests. You can also use various techniques to make the training more interactive, relevant, and fun, such as stories, examples, games, or simulations.

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Jillian McDougall

Senior Learning Specialist | Training Strategy, Course Design, Problem Solving
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Including relevant exeriences that will be used moving forward to relate to the materials is key while considering the audience interests and goals.

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4 Communicate regularly and effectively

The fourth step is to communicate regularly and effectively with the learner throughout the training process. You can use various channels, such as email, phone, chat, or video calls, depending on the learner's preference and availability. You can also use different modes, such as formal or informal, synchronous or asynchronous, one-on-one or group, depending on the purpose and context of the communication. The key is to be clear, concise, respectful, and supportive, and to invite feedback and questions from the learner.

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5 Evaluate and adjust your approach

The final step is to evaluate and adjust your approach based on the learner's feedback and performance. You can use various tools, such as surveys, tests, assignments, or portfolios, to measure the learner's satisfaction, learning outcomes, and behavior change. You can also use various methods, such as self-reflection, peer review, or supervision, to assess your own facilitation skills and areas for improvement. The goal is to identify what works and what doesn't, and to make changes accordingly.

Following up with learners who are struggling or disengaged from the training is not an easy task, but it is a crucial one. By applying these tips, you can help your learners overcome their challenges, regain their interest, and achieve their learning goals.

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Jillian McDougall

Senior Learning Specialist | Training Strategy, Course Design, Problem Solving
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The same examples are not applicable for each group of learners and may need to be adjusted ie. Age group dofferences, backgrounds, or even job profile differences.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Fredrika L. Miles

Training Specialist, Adult Learning, EMR Trainer, EHR Trainer, Epic Credentialed Trainer, Software Trainer, Software Implementation and Go-Live
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During a training session, I encountered someone who recently lost their spouse but chose to continue with the training. If faced with a similar situation, express empathy and support. Check in periodically, ensuring minimal disruption to the learning process. Be flexible, allowing impromptu breaks and ensuring tissues are readily available if needed.

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How do you follow up with learners who are struggling or disengaged from the training?

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1 Identify the root cause

2 Provide personalized support

3 Create a positive learning climate

4 Communicate regularly and effectively

5 Evaluate and adjust your approach

6 Here’s what else to consider

Training Facilitation

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