In theory, the speech about promoting an empowering environment for employees is something that draws positive attention, attracting credibility to the company. In practice, several difficulties can arise when applying corporate education, especially getting engagement in online training.
But why is it so difficult to get professionals to get excited and apply themselves with this type of virtual qualification? In this article, we will address some factors that explain this issue and present tips on how to achieve the objective of engaging professionals to participate in training. Read on!
Why is offering training to employees so important?
Before we talk about the difficulties that hinder engagement in online training, it is worth understanding the importance of offering training in the company.
In fact, continuing corporate education, whether online or in person, is an excellent practice, adopted by large companies around the world. Even more so nowadays, when processes are increasingly technological.
Therefore, offering a qualification program in the professional environment is fundamental for individual and collective evolution in the workplace. This is an attitude that benefits all parties.
On the one hand, the employee develops and improves their skills. On the other hand, the company begins to receive more qualified and productive services.
But, what does it mean to be engaged in online training?
Different dictionaries indicate that the verb engage is related to “participate by collaborating with something”. In politics, engagement is associated with ideological identity, with the fight for a cause. In the commercial sphere, the semantics of the word are more in line with interacting with a brand and, in the context of training, the meaning is the same.
Engaging with a corporate course taught online means participating in activities diligently, understanding the importance of the content and fully enjoying the learning process.
What are the main learning difficulties for employees?
You may be wondering: after all, if online training is positive for both companies and employees, why is it so difficult to get engagement in this type of program?
The answers are varied, but most of them have to do with issues of generational profile, environmental factors and social contexts.
Let's go to the first point: if your company's professionals are not very engaged, it may be that they are not used to this teaching and learning model, for example, or that they are not adapted to the use of technological tools.
Another factor is the environment where they carry out their studies. Is studying at home — often with children, partners, animals and household chores present — viable? Does fatigue also end up contributing to non-engagement? These are questions that must also be evaluated.
What else can harm engagement in online training?
Suppose that all the premises mentioned in the previous topic are discarded. So, what else can harm engagement in the company's online classes?
A very pertinent answer is the structure and content of the course. After all, is training making sense for professionals? If the answer is negative, the entire process will be harmed and there will be no engagement.
The best thing to do in these cases is to consult employees and find out what their opinions are regarding the courses, method, structure and tools used.
This dialogue is crucial to understanding expectations, listening to complaints and aligning the process in a way that contributes to engagement.
Given all the information presented, we can say that to create engaging online training you must first understand the demands, objectives and conditions of employees.
After this stage, it is important to develop a method that gives autonomy, that awakens the sense of participating in the activities, that demonstrates the real gains of doing the training, that is content that is quickly applicable to practice and allows flexibility for your employees.
The mission of promoting engagement in online training is not easy but, if well planned and executed, instead of a problem, it can become a solution. The interesting thing about this process is not having a top-down approach, but rather a bottom-up one. Furthermore, it is essential to hire a company specialized in corporate education.
Ready to get started? Speak to one of our experts, We can help you on this journey!
