How do you design engaging and interactive employee training sessions?
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Before you design any training session, you need to know who your learners are, what they need, and what they expect. Conduct a needs analysis to identify the gaps in knowledge, skills, or attitudes that your training session should address. Use surveys, interviews, or focus groups to gather feedback from your learners about their preferences, challenges, and goals. Then, tailor your training content, format, and delivery to suit their learning styles, backgrounds, and contexts.
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?? Before designing any type of a learning experience or training session, you need to perform a needs analysis. A few questions to consider: 1?? Who are the intended learners for this course? What are their demographics, prior knowledge, and learning styles? How will the course cater to these diverse needs? 2?? How will you measure learner engagement, knowledge retention, and application of skills in their respective environments?
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It would be good if these articles could move away from the learning styles/learning preferences myth as this doesn’t add value.
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Pre-training surveys are really important and allow you to tailor your training and put people with similar goals or backgrounds together (don't make your admins sit through the basics course - make the basics review optional for those who have experience or "test out" of the basics).
A training session without clear objectives is like a journey without a destination. You need to define what you want your learners to achieve by the end of the session, and how you will measure their progress. Use the SMART framework to set specific, measurable, achievable, relevant, and time-bound objectives. For example, instead of saying "learn how to use the new software", say "by the end of the session, you will be able to perform three basic tasks on the new software with 80% accuracy".
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??Be specific and simple when defining a learning objective! Instead of saying, "In this lesson, you will learn how to apply various SQL commands.", you can focus on the outcome and specific command, "In this lesson, you are going to learn how to use IF and ELSE to build effective CASE statements in SQL".
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The ADKAR model from Prosci starts with Awareness (the WHY and the WHAT) - once you explain the what is changing, the timeframe and the why - setting clear objectives can help people have a Desire to change, (then you give them the Knowledge, provide them the Ability show what they have learned and Reinforcement for them at work.
Active learning methods can increase engagement, retention, and application of the training content by involving the learners in the learning process. Examples of these methods include case studies, which present realistic scenarios that require learners to apply their knowledge and skills; role plays, which assign different roles to learners and ask them to act out situations; games, which use gamification elements such as points, badges, leaderboards, or rewards; and quizzes, which test understanding and recall of the training content with interactive feedback.
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The facilitator can make or break this. Success in active learning methods comes about when the full audience is involved. Facilitators truly need to help draw out participation from members that are naturally less inclined to participate. The facilitators need training and practice to make themselves comfortable in prompting reluctant participants.
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I love breaking up my training with case studies or real world examples. It makes the lessons more understandable and relatable for the learners! Getting hands on now with virtual labs for many technologies no longer means driving into a training center and sitting in front of a computer or system directly (most of the learning can be done from the browser and remotely accessing the systems and instructions!)
Social learning is the process of learning from and with others, through observation, imitation, or collaboration. This can create a sense of community, foster peer support, and stimulate discussion and feedback within the training experience. Group work is one way to incorporate social learning, as it involves dividing learners into small groups and assigning tasks that require collaboration. Discussions can also be facilitated among the learners about the training topics, questions, or issues. Mentoring is another option for social learning, as it involves pairing up learners with more experienced peers or experts who can provide guidance and advice.
Multimedia and technology can enhance the delivery and accessibility of your training content, offering variety and interactivity. Multimedia involves different types of media, such as text, images, audio, video, or animations to convey messages and information. Technology refers to the use of tools, platforms, or devices such as computers, smartphones, tablets, or online platforms to deliver training content and enable communication and collaboration. Examples of using multimedia and technology in your training sessions include videos for demonstrating procedures or showing examples; podcasts for providing audio content; e-learning platforms or software for creating online courses; and webinars for delivering live or recorded presentations or workshops that the learners can join remotely.
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There's one tech not to be missed in this chapter (quite surprising, it isn't listed already): it's AI, what else? With the help of AI, you can enhance the training experience. For example, you can let an AI-enhanced chatbot act as a tutor based on a company's knowledge and provide personalized feedback. What Duolingo enables in language learning has now become possible too for every business.
The last step in designing engaging and interactive employee training sessions is to evaluate the effectiveness and impact of your training sessions and identify areas for improvement. To do this, you can use feedback forms to get learners’ ratings and comments on various aspects of the training, assessments to measure their knowledge, skills, or attitudes before and after the session, observations to see how they apply what they learned in the training session, and interviews with learners, their managers, or customers to gather qualitative data on the benefits or challenges of the training. By following these tips, you can create effective employee training sessions that will help your learners reach their learning objectives and increase their performance and engagement.
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Evaluations unlock your superpower of mind reading! Instead of relying on what people are willing to share openly (written or spoken comments, requests, etc.), you can also ask for feedback in quick polls throughout. Having captures delegates goals for a particular session at the beginning allows you to refer back to those goals they had as you progress through the material!
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Yuhyeon Cho
Instructional Designer | Learning Experience Designer | Creating effective solutions
(已编辑)Another way is to provide space to reflect on their learning. When learners have an opportunity to reflect on the training content, apply it to their own situations, and share their insights, it fosters deeper engagement and understanding.
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The most engaging and interactive training sessions are structured in a simple way. As it is said that too many cooks spoil the broth, I believe that too much of fuss around the training dissociates the participants.
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