Engaging employees in training programs is crucial to the success of any organization. Like Microsoft, beside its leading innovative products and services, the company’s success is largely attributed to its employee engagement and training programs. Microsoft invests heavily in its employee training and development programs. The company offers a variety of training options, such as classroom training, online training, and on-the-job training. Additionally, Microsoft's training programs are tailored to individual employee needs and preferences.

However, despite the best efforts of L&D professionals, many companies are facing the fact that the employees still disengage from training programs. In this article, we will list out six common reasons why employees don't engage in training programs and offer practical solutions to address these challenges.

1. Lack of relevance

One of the primary reasons why employees may disengage from training programs is a lack of relevance. Employees may be hesitant to engage in training if they don't see the direct connection between the training and their current role or career goals. To address this challenge, L&D professionals should ensure that training programs are tailored to the specific needs and goals of each employee.

For example, a sales representative may be more engaged in a training program that focuses on customer service and communication skills, while an accountant may be more interested in a program that covers tax laws and financial analysis. By tailoring training programs to individual employee needs, L&D professionals can increase the relevance of the training and improve engagement levels.

Microsoft offers a program called Manager Excellence, which provides training and resources to managers to help them develop leadership skills and effectively manage their teams. The program covers topics such as coaching, performance management, and communication skills.

2. Limited resources

Employees may also be hesitant to engage in training programs if they feel that they don't have the time, energy, or resources to fully participate. For example, employees may be worried that taking time away from their regular work duties to participate in training will cause them to fall behind on important tasks or deadlines.

Or the provided training programs are not at suitable for all the employees, i.e. some employees prefer on the job trainings, while others can learn at their best via online training courses or self-pace programs.

To overcome this challenge, L&D professionals can offer flexible training options that allow employees to complete training on their own schedule. For example, e-learning courses or self-paced training programs can allow employees to access anytime and to complete training when it's convenient for them, without disrupting their regular work duties.

For example, Microsoft offers a program called MyCareer, which allows employees to identify their personal career goals and develop a training plan that aligns with those goals. The program offers a range of training options, including online courses, mentoring programs, and leadership development programs.

Additionally, L&D professionals can work with managers to ensure that training is scheduled during times when workloads are lighter, such as during slower business periods.

3. Poor communication

Employees may disengage from training programs if they don't fully understand the purpose and benefits of the training. L&D professionals can address this difficult by communicating the goals and objectives of each training program clearly and frequently. For example, L&D professionals may send out emails or newsletters that highlight the benefits of the training program and how it will help employees improve their skills and knowledge.

Additionally, L&D professionals can work with managers to ensure that employees understand how the training program fits into the larger goals and objectives of the organization. By providing clear and frequent communication about the training program, L&D professionals can help employees understand why the training is important and motivate them to engage.

4. Lack of motivation

Some employees may simply lack the motivation to engage in training programs. For example, employees may feel that they already have sufficient knowledge or skills in a particular area and don't see the value in investing additional time in training.

To address this challenge, L&D professionals should identify what motivates each employee and design training programs that align with those motivators. For example, employees may be more motivated to engage in training if they see a direct connection between the training and their career development goals, such as earning a promotion or taking on new responsibilities.

Additionally, L&D professionals can use recognition and rewards to motivate employees to engage in training. For example, employees who complete a training program may receive a certificate of completion or be recognized in a company-wide newsletter. By using recognition and rewards to motivate employees, L&D professionals can help employees see the value in training and increase engagement levels.

5. Inadequate support

Employees may feel unsupported during the training process, which can lead to disengagement. For example, employees may struggle with difficult concepts or feel overwhelmed by the volume of information presented during training.

To overcome this barrier, L&D professionals can provide adequate support, such as coaching or mentoring, to help employees succeed in the training program. For example, L&D professionals may assign a mentor or coach to each employee participating in the training program, who can provide guidance and support as needed. Some future eLearning platforms are about to introduce AI tutors to provide on-time supports to learners.

Additionally, L&D professionals can provide access to additional resources, such as training materials or online tutorials, to help employees better understand difficult concepts. By providing adequate support during the training process, L&D professionals can help employees feel more confident and engaged in the training program. 

6. Poor training design

Finally, employees may disengage from training programs if the training is poorly designed, such as being too basic or too advanced. For example, employees may feel that a training program is too basic if it covers concepts or skills they already know, while they may feel overwhelmed if a program is too advanced.

To address this challenge, L&D professionals should ensure that training programs are well-designed and meet the needs of each employee. For example, L&D professionals can use a variety of training methods, such as videos, interactive activities, or hands-on simulations, to accommodate different learning styles and engage employees in the training process.

Additionally, L&D professionals can conduct assessments before and after the training program to evaluate employee knowledge and ensure that the training is appropriate and effective. By incorporating feedback and evaluation into the training design, L&D professionals can continually improve training programs and increase employee engagement.

There are many comprehensive e-training platforms that integrate all the necessary functionalities to help L&D professionals overcome those challenges, such as TalentLMS, Cornerstone, Ucademy, Thinkific… Each one offers different array of features that matches different business needs and usage. Try them out and make the best use of them to attract employees to your corporate training programs.

Here are some eLearning platforms contributed to the successful training programs of big companies:

• McDonald's: McDonald's uses an LMS called "Archways to Opportunity" for its employee training programs. The platform offers a range of training options, including online courses, on-the-job training, and leadership development programs.
• Walmart: Walmart uses an LMS called "Walmart Academies" for its employee training programs. The platform offers a range of training options, including online courses, classroom training, and on-the-job training.
• AT&T: AT&T uses an LMS called "Cornerstone OnDemand" for its employee training programs. The platform offers a range of training options, including online courses, virtual classrooms, and social learning.

In summary, engaging employees in training programs is crucial to the success of any organization. By implementing these strategies, L&D professionals can increase employee engagement and improve the overall effectiveness of training programs. With utilizing the new generation learning platform like Ucademy, L&D managers can be well equipped by the powerful course delivery tools as well as the insightful analysis reports, so that they will be able to create more suitable training programs for the organizations and employees.