Identifying and Addressing Motivation Issues in the Classroom: A Guide for Trainers

As trainers, it’s not uncommon to encounter a trainee who was once engaged but has suddenly become disengaged and unmotivated. When a trainee, who used to regularly participate, begins falling behind and stops contributing, it can raise concerns. In this case, the issue isn’t personal or home-related but something within the classroom environment itself. So how can we, as trainers, identify the root cause of these issues, and more importantly, how can we address them effectively?

Step 1: Create a Safe Space for Open Communication

One of the most important things you can do is foster an environment where trainees feel comfortable voicing their concerns. Often, a lack of motivation stems from something that’s happening in the classroom, whether it’s unclear expectations, feeling left out, or not receiving enough feedback.

A simple way to encourage communication is through anonymous feedback methods. At the end of each day, you could implement a practice where trainees submit a “Better If” statement. This allows them to suggest ways the training could improve without feeling pressured to speak up in front of the class.

For example:

• “It would be better if we had more hands-on activities.”
• “I would feel more confident if I received more frequent feedback.”

Step 2: Conduct One-on-One Check-Ins

Even though some employees may feel more comfortable providing feedback anonymously, personal check-ins are still important. Schedule a one-on-one conversation with the trainee who seems disengaged. This can be an opportunity to discuss their performance, identify obstacles, and express your support. Make sure to frame the conversation as a collaborative effort to help them succeed rather than as a critique of their current performance.

Ask open-ended questions like:

• “I’ve noticed you’ve been quieter in class lately. Is there something about the training that isn’t working for you?”
• “Is there a specific part of the training that you’re finding challenging?”

This can help uncover the source of their disengagement and allow you to tailor your support to their needs.

Step 3: Use Peer Feedback to Identify Trends

Sometimes the issue might be affecting multiple trainees. By using tools like anonymous surveys or feedback forums, you give the entire class a platform to express any concerns about the training environment. This can help you uncover any recurring themes or issues that multiple trainees are experiencing, even if they don’t directly voice them.

Other trainees may also pick up on something that the disengaged trainee hasn’t been able to communicate. For example, another trainee may say, “I’ve noticed some people seem to struggle with this particular part of the training,” providing valuable insight into areas where improvements can be made.

Step 4: Address Possible Classroom Factors

Once you’ve gathered feedback, look at specific factors that may be contributing to disengagement. Some common classroom-related issues include:

• Unclear Expectations: Trainees may feel lost if they don’t know what’s expected of them. Reinforce key goals and expectations regularly.
• Monotony in Training Methods: If the training sessions are too repetitive or passive, trainees might lose interest. Incorporate a variety of training techniques, such as interactive activities, group discussions, and hands-on exercises.
• Lack of Feedback: Trainees need constructive feedback to feel like they’re making progress. Make sure to provide regular, actionable feedback to keep them engaged.
• Overwhelm: Sometimes trainees disengage because they feel overwhelmed by the content or pace. Check if the trainee is struggling with the material and offer additional resources or support if needed.

Step 5: Offer Tailored Solutions

Once you’ve identified the root cause of the disengagement, it’s time to implement solutions. Here are a few ideas:

• Seat Change: Sometimes a simple change of environment can make a difference. Moving the trainee to a different part of the classroom may help them re-engage with the material.
• Mentorship or Peer Support: Pair the trainee with a peer or mentor for additional support. This can help them feel less isolated and give them someone to turn to for assistance.
• Incentives: You could introduce small incentives, like stress-relief tools (stress balls, fidget spinners), to make the classroom environment more relaxed and supportive.
• Reinforce “Why”: Remind the trainee of the bigger picture—why they are in the training program and how it aligns with their career goals. Helping them reconnect with their “why” can reignite their motivation.

Conclusion: Finding the Root Cause and Taking Action

Disengagement doesn’t always stem from personal issues; sometimes the classroom environment itself can be the problem. By fostering open communication, using anonymous feedback tools like “Better If” statements, and conducting one-on-one check-ins, you can get to the heart of the issue. Once you’ve identified the root cause, you can tailor your approach—whether that’s adjusting the training style, offering personalized support, or making small changes to the environment—to help the trainee re-engage and succeed.