How to Get Employees Excited About Training (And Keep Them Motivated)

One of the biggest challenges a training manager faces each day is how to get employees excited about training. Training is an essential part of any food service or hospitality role, and for many, it is also required for employment. 

So, how does one get employees excited about training? And what, if anything, can training managers do to ensure that employee motivation stays high during the training process and after it is completed? 

Here are some of the top ways to get employees excited about training:

1. Explain the importance of the training

If employees understand why the training is such an important part of their role or the organization, they’ll be more likely to engage – especially if there are compliance regulations around it. Many food workers are required by the federal or provincial governments to complete food safety training in order to be eligible to work. Additionally, food businesses that do not have fully compliant staff could face penalties. So, it is in the interest of both the employee and the organization to get any training done.
Training managers should ensure they’re fully explaining the reasoning behind the training so, regardless of the need, employees are being included in the process and not made to feel like they’re simply being given an order.

2. Make training part of your food safety culture

Workplace culture has become an increasingly important factor in an individual’s decision to join and stay with a company. Given the high cost of employee turnover, more and more businesses are enhancing their efforts to build a strong workplace culture in order to engage and retain staff. 

In the 2022 LinkedIn Employee Well-being Report, “Opportunities to Learn and Grow” was number one on the list of top drivers of work culture, up a whopping eight positions from 2019 to the end of 2021.

According to Justin Black, Head of LinkedIn People Science, “Employees need to feel a sense of purpose at work. They need to see their skills put to good use and in a way that’s personally meaningful. They’re also eager to increase their impact by learning new skills.”

Building a strong food safety culture that includes learning and development will ensure your staff feel good about coming to work each day, and feel like they are making an impact. What’s more, an organization with a strong food safety culture sees additional benefits in employee effectiveness. Employees understand expectations and know how to do their jobs properly, follow proper procedures even if it’s more difficult to do so (or when no one is watching), and are engaged and encouraged to report food safety concerns to management, which in turn ensures customer safety and protects the business.

3. Give your staff the time to complete training

Time is often one of the biggest barriers to completing training. In order to ensure your staff are excited to take the training and don’t feel like it’s one more burden in their already busy schedules, ensure you’re giving them the time to complete it. This may include blocking off a set amount of time during their shift, or paying for overtime if staff is expected to complete it outside their regular working hours. Either way, ensure staff aren’t rushed, are given adequate time (and breaks, if needed) so they don’t feel like their time is being wasted or infringed upon.

4. Make training easy and accessible

Training managers should also ensure that the training program is easy and accessible, and be mindful about the amount of time it takes. The easier the training is – both to access and complete – the more excited employees will be to get it done. E-learning is a great training method that allows training managers to check all the boxes on accessibility, ease and timing.

At the Canadian Institute of Food Safety, we strongly believe in efficient, accessible and thorough training. Our Food Handler Certification Course is 100% online and can be completed in just a few hours. Our e-training technology is easy to use, and keeps the learner engaged, ensuring the material will be retained once the course has been completed. Plus, we offer business solutions that make staff training even easier to set up – a big plus for training managers.

5. Tie training to job advancement and promotion

Staff are more likely to stay at a company longer if they see a clear trajectory to advance. Training managers should connect training and skill development accordingly. For example, food handlers could advance to become food supervisors with training courses designed for different role types. Barbacks who complete alcohol server training are that much better equipped to become bartenders. Understanding the potential for advancement will provide an extra incentive to staff to engage in and complete the required training.

While it may be a challenging task, it’s important for training managers to remember that focusing on how to get employees excited about training will have benefits above and beyond the completion of the training itself. Not only will the workforce be more skilled, but training improves productivity, efficiency, and workplace engagement. It also allows training managers to identify gaps in training programs or employees’ abilities, which in turn, will further strengthen your team after being addressed. Lastly, don’t forget that an employee who is developed has a greater likelihood of staying in your food business, which will save money and time in the long run.

Frequently Asked Questions

How can managers measure the long-term effectiveness of the training programs mentioned in the article?

To measure the long-term effectiveness of training programs, managers can implement several strategies:

• Post-training assessments: Conduct assessments or quizzes periodically after the training to evaluate knowledge retention.
• Performance metrics: Track improvements in job performance metrics that the training was designed to impact.
• Employee feedback: Gather feedback from employees over time to gauge how the training has influenced their work.
• Behavioral observations: Observe changes in behavior or compliance with new procedures taught during the training.
  Follow-up training: Schedule follow-up sessions to reinforce and review key concepts.

What specific strategies can be used to engage employees who are resistant to participating in training?

The following strategies should be considered when trying to engage employees who are resistant to training:

• Incentivize participation: Offer rewards, recognition or career advancement opportunities for completing training sessions.
• Involve employees in planning and course selection: Encourage employees to provide input on the training process, making them feel more involved and invested.
• Showcase real-world benefits: Demonstrate how the training will directly benefit their daily work or career growth.

What role do managers play in maintaining employee motivation for training over time?

Managers can positively impact employee motivation for training by doing the following::

• Leading by example: When leaders actively participate in and prioritize training, it signals its importance to employees.
• Providing ongoing support: Continuous encouragement, resources and feedback from leaders help sustain motivation.
• Creating a positive culture: Leaders foster a culture that values learning and development, making training a shared and rewarding experience.
• Recognizing achievements: Acknowledging and rewarding progress reinforces the value of training and motivates continued engagement.