How can you show appreciation to your team during training?

To show appreciation to your employees during training, just make the training worth their time! Many organizations have mandatory trainings, that are more about checking the box, then they are about building employees skill sets. Most employees aspire to be better and broaden their skills. When you spend your employees time, and the organizations resources on training, you want to have them feel like the time was worth it. Start the training by helping them understand that this training will give them new skills to help them advance their career within the organization, but also more marketable in the industry. The trainees will be more appreciative about having a boarder skill set, then a gift card, or games will ever provide.

Find out what motivates your team members. Everyone appreciates differently. Positive feedback, recognition for small goals that will lead to milestones, verbal, non-verbal are always important through training. Get to know your people is the key!

I have perhaps a different take on this question. For me the word "training" is now so outdated. Training implies facilitated sessions which should account for only 10% of learnings offered. "Trainings" can only be measured by reaction metrics - NPS scores. I call this "fluffy" learning, it doesn't stick, is too theoretical and cannot demonstrate any ROI for an Organisation. Which begs the question should training be used to motivate teams? Or be the place to deliver feedback at all? In my experience the word training should be sunsetted/retired. Same as the HR Department. There should be a feedback and recognition culture on a daily, weekly basis which makes light work of the performance management cycle.

Any variation of positive feedback even if it's just to show your appreciation for participation is vital. We are not teaching or support children these are all adult learners who wish to be respected. Verbal or non-verbal this is important. We have many different types of learners and we would never wish for unmotivation or lack of value to spread. Doesn't take much to say great job!

Acknowledging and appreciating their contribution to the growth of an organisation is crucial during training sessions. It works as a motivator by enabling participants to view themselves as vital cogs in the organisation's operations. They will be more motivated and inspired to take the training and its lessons to heart and mind. Adult learning can be complex but by showing your team their value to the organisation it becomes simpler.

One thing I found useful, is being recognised for an area of growth I am working on. This really comes from knowing your team, understanding their strengths and identifying when they are actively being proactive to work on their weaker points and sincerely praising them for their efforts to improve, giving them opportunities to showcase their growth to others, inspire and motivate others in applying training, within learning and development.

Incentives and rewards need to be tailored to the person it's intended to motivate. More often, employers are quick to make blanket incentives that don't necessarily entice their entire audience. Get to know your employees, and ensure you are using the correct tools to nudge them towards success.

Recognise communication styles in praise; too. Some people will be delighted to be called out and verbally rewarded in the group training environment. Some will prefer a quick slack DM. Some; a callout on a team shared channel. The principles of right message at the right time, in the right channel apply here too.

Incentives or rewards are a great way to make learning fun. We as participants used to get discounted food/shopping coupons over our performance in the session. it used to make us look forward to more such sessions in the future and of course you get a certificate of participation at the end which is an added bonus.

You can give monetary or physical items, but just recognizing achievements, praising progress, celebrating successes, or simply saying "good job" can go a long way. Taking time to write a handwritten note is a simple but highly effective way to show how much you care.

This is the best way to show appreciation- offering support and assistance. This will accelerate the learning of the team members, increase positivity in attitude & create a favourable perception about the manager too.

Take pride in your employees’ training! Whether it’s initial onboarding or it’s training for a new rollout/company initiative, training can be cumbersome and monotonous. Schedule time to debrief with your employees. Ask open-ended questions and allow them to speak freely about their likes and dislikes about the training. Then take the time to encourage them as they make their way through future trainings. Remind them why the training is important and how it can impact their futures.

You should always be willing to set time aside for anyone within your session. This doesn't just have to be for those you can tell are clearly struggling but also for those who may be acting a little different or could just be more quiet than usual. This could be a way of communicating that something bigger is going on or that the individual needs help but isn't comfortable saying or showing this openly. Encourage hands to go up, encourage for people to ask questions through out and ensure you make yourself available if anyone wants a chat after. Also don't forget to remind them that it doesn't matter that the session is over, they can still always come to you.

Offering continuous support and assistance to learners is very important. It shows dedication and creates a solid bridge. What we can offer; Our open-door policy is a testament to our commitment to your growth. It ensures accessibility and approachability without hesitation, making learners feel comfortable. Peer mentoring programs are a cornerstone of our approach. They encourage a collaborative learning environment that inspires educators and learners and makes them feel like they are an important part of their team. Regular feedback loops are necessary for continuous improvement and provide material, resources, and tools. Important point; NEVER DISCOURAGE QUESTIONS. "Questions are creative acts of intelligence." Francis Kingdon Ward.

I agree but the manager should be in attendance to at least one of the trainings. Managers will have better understanding of who are the problem solvers and thought thinkers on there team by attending.

This would also factor in assessing the different learning styles and types of learners that you have in the group. Adults can be very practical and want/need more real life scenarios and hands on parts of the training. Adults need to understand what the benefit is and what they will gain from the session. Naturally due to adults retaining information better in short bursts you should have adequate breaks and away from the screen time too. Remember if you have finished reading something or understanding that doesn't mean everyone else is in the place.

I apply DiSC pyschometric profiling principles to tailor my 1-1 training approach based on the dominant trait(s) for each team member. It's never a cookie-cutter mould — more of a starting point — and requires ongoing refinement as I understand more what works and what doesn't for each team member. - (D)ominance team members: I emphasise big picture, results, actions - (i)nfluence team members: I emphasise relationship building, communication - (S)teadiness team members: I emphasise structure, procedures - (C)onscientiousness team members: I emphasise clarity, quality, details

Respecting time is vital. We have all experienced meetings or training sessions that wasted our time. Think back to those times in your life and consider why you felt it was a waste of your time. Did you have to get up very early to attend, or work very late? Was the session longer than it needed to be? Did the presenter ramble on when they could have been more direct? Was too much time spent discussing items in a breakout group? Did the presenter lose control of the participants?

Respecting the team's time also means making sure that the training is worth their time. As much as possible, make it so that the content is relevant to everyone, and if it's not immediately clear point out the reasons why everyone in the room needs to know the information.

Justin, having worked with you while you were at the SD, I always appreciated how you ran the meetings with this exact same diligence. You were prepared, offered what we were trying to accomplish, and then drive the meeting to that goal. Wonderful

When expressing your gratitude, always address the other person or team by name. This would help to personalise your appreciation and demonstrate your sincerity towards their contribution.

A simple “thank you” … for you time today email to your attendees list for their feedback, thoughts ?? and suggestions with the training sessions materials or follow up questions/answers list to your staff

"Thank you" is a magical word that encourages and shows gratitude to learners to encourage and appreciate their handwork. Expressing gratitude and appreciation to learners is not just a practice; it is the foundation of successful training, and it creates a positive learning environment. This practice motivates the learner and significantly enhances the overall learning experience. As tokens of appreciation, we can offer rewards like gift cards, motivational books, handwritten cards, etc.

Personally for me this should always be done verbally as gifts and prizes for involvement can send the wrong message as this probably won't be given to everyone. Using a persons name to ensure participation from everyone also means there will always be verbal appreciation shown to them and collectively to everyone. Make sure the same enthusiasm goes to everyone and you change up the words you use and it is consistent, if it isn't people won't want to participate as they won't feel as good as everyone else.

Saying thank you, and showing appreciation for the actions of someone else is something we're all taught at a very young age. However, because of advancements in technology, it is something we have gotten away from. Becoming a father, and raising a toddler, reminds me the importance of saying thank you, and expressing appreciation each and everyday. Especially to my wife.

As children, we're taught that when we complete a task, or achieve a goal, we're rewarded. This same principle should apply in our adult professional roles. When we work hard, we're rewarded. It does not need to be a grand affair, something as simple as a small gift card for a cup of coffee, goes a long way.

Have Fun! This is my favorite part. Incorporating fun elements like jokes, exciting stories, and games can make learning enjoyable and memorable. Adding humor and personal anecdotes can lighten the atmosphere and engage learners. Interactive games and playful activities encourage participation and reinforce concepts. Creating an enjoyable learning environment helps learners retain information and encourages continuous learning.

One thing I have done is develop regular opportunities for my team to get together to train and help each other learn while having fun. A simple potluck combined with hands-on open door training has yielded great returns. You can observe the intersections between your team members while they are practicing skills, leadership, and mentoring, all while they are having a good time. Team members seem to be more honest about where they need improvement when it is initiated by them (they choose what to work on). The feedback has been excellent and I have had real improvement in skill levels, teamwork, and morale.

Start the morning off with an ice breaker, breakfast, and social time - it makes it easier for staff to relax before embarking on a day long training. Throughout the training, include fun activity breaks with prizes.

The idea of team bonding has been pivotal in my experience building teams. It builds a culture of all for one, one for all, and creates a culture of collaboration. Celebrating though has to be done the right way & ensuring you’re not excluding others. I would advise against a culture of a trip to bars and restaurants being where all your team bonding happens. This can cause isolation for some members of the teams who are unable to attend frequent after work activities, whether that’s because of cultural reasons, or family commitments. If that means you need to use work hours once a month/a quarter, to foster relationships, it’s worth it long term.

I like to encourage my teammates to think about what they appreciate in others and share that with them. Often times, self-doubt can interfere with a our ability to see the full impact of our work and we tend to beat ourselves up the worst when we make mistakes. But by encouraging my team to consider the impact others are making for our organization, it opens up a mental pathway to see their own personal impact more easily and helps them overcome that nagging self-doubt. And hopefully as they are making it a common practice to share their appreciation of others, their teammates are reciprocating and providing them with surprise compliments when they need it most.

Some great examples shared. To land appreciation well, whats often missing is being specific and sharing the impact. Eg. - Thanks for your contribution (not specific enough) Versus - Thanks for sharing openly challenges and solutions with everyone so that we can learn from each other and achieve x, y, z more effectively.

In the ever-changing corporate world, no one can claim to be a jack of all trades. The inculcation of a culture of learning is vital to every organization. The leader must show this by enrolling himself and the team. Collective learning will not only enhance skills but also make it enjoyable. Of course, appreciation in whatever form—verbal, written, or an incentive—would encourage employees to join learning sessions.

Trainings should be done with the intention of investing in and bettering our teams. The best way to reward them for the time they invest back into our commitment of empowering and upskilling them is to create ways for them to practice what they've learned. Think of ways this new material can be implemented into their quarterly priorities or performance evaluation criteria. Introduce ways people can also share back with each other what they've learned. Help them turn the theory into practice as the learning doesn't and shouldn't stop when the training ends.

There were some interesting perspectives shared here. It is very important to get to know your employees and what motivates them. The celebration one might thrive on may cause the next one to withdraw and lose interest. Learn your employees and work with their preferences. If you can't figure them out, ask. I believe one of the most effective ways of showing your employees appreciation is after training. So often we sit through classes to learn some fantastic skill and then the training ends, and we all go back to the daily status quo. We just wasted everyone's time. However, following through on training by putting what you learned into the work day shows your employees that the training was actually useful & will make it more meaningful.