21 February 2018

How to make your training more engaging

Ever had the feeling your employees just aren’t motivated by your learning and development programme?
We’ve all been to boring training sessions where the speaker’s droned on for hours on end and it’s taken every ounce of willpower you have not to fall asleep (but hey, at least there’s usually a free lunch). Training like this fails to engage trainees, meaning that information may not be retained or understood.
This is especially problematic when the subject matter is something they really need to know. What if failure to recall the information when they need it results in a serious mistake being made? The risk of such a situation arising can be significantly reduced by making sure your training is as engaging as possible to maximise the chances of it sinking in.
As well as improving information retention and recall, more engaging training helps employees to fully get to grip with the subject the first time around. This means they’re less likely to have to go through the same course repeatedly, thus reducing training costs as well as the loss of productivity incurred by their downtime.
More engaging training is also likely to be more enjoyable, resulting in happier employees - and what’s not to like about that?
Here are some ideas to help make you training more engaging.

Make it interactive

There are few people who can stand to be talked at for several hours without zoning out. One sure way to increase engagement is to make the session interactive. Whether that’s by coming up with activities to help trainees participate or by using tools or props to incorporate an element of ‘learning by doing’, interaction should be more than just a five-minute Q&A session at the end of a day-long course.

Go immersive

Technology has advanced enough that training sessions don’t have to stay in the classroom - even if the participants don’t physically leave the room. Immersive training applications like Trainingscapes create simulated environments and scenarios that allow trainees to gain hands-on experience in a relevant and practical way. These tools provide more spatial, visual, and audio cues as well as environmental and emotional context, so trainees are more prepared for when they have to carry out tasks in the real world.

Group activities

Learning as a group can be more effective than solo training because everyone brings their own skills to the exercise, allowing people to contribute in different ways depending on where their strengths lie. Group activities during training are often more representative of the real world, especially if teamwork is core to a trainee’s job role; incorporating such tasks into training therefore also gives people the chance to work on their interpersonal, team, and cross-cultural skills.


The practice of applying game-playing elements to learning and training has been shown to improve motivation, indicating that trainees may learn more by completing reward-based assessments than by simply being lectured. There’s a tremendous positive boost that comes from ticking off a task or achieving an objective, and this psychology can be harnessed to create more engaging courses that motivate trainees to progress. 


The vast majority of employee training sessions are delivered for a few hours, then the trainees are sent on their way. This seems to be contrary with the way we’re taught at school - practice makes perfect, remember? There’s plenty of scientific evidence to support the notion that we are better able to recall skills we’ve spent time practicing, so why should training in the workplace be any different? Utilising a training method that can also be used for repeated practice will help trainees retain the information better, and they’ll feel more confident in their own ability when they need to call upon the same skills in the real world.

Step out of the classroom

In order to increase trainee engagement, it’s important to think outside the box - the most effective training is unlikely to take the form of a dull classroom-based lecture. By considering what your trainees need to achieve and the skills they need to learn, you can choose a solution that maximises motivation and information uptake while minimising risk.

To see how we’ve helped organisations provide more engaging training with Trainingscapes, take a look at some of our case studies.

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