It can be challenging to figure out how to motivate employees to seek additional learning and training. To create a fully competent, competitive workforce, managers must find ways to create an environment that encourages learning. The right incentives can eliminate obstacles and empower workers to attain new qualifications.
It is amazing what the right type of motivation can do.
Everyone from CEOs to talent managers are discovering the importance of having an educated workforce that can keep up with the ever-evolving trends in technology and business.
There is a long list of reasons why today's workers may shy away from cracking open the books and going to the head of the class. Workplace and family obligations can make it difficult for many to break away from routine and devote time and energy to learning new skills.
In addition, many older workers simply feel that the college world isn't for them.
But, many methods of motivation are universal. Here's a look at the top ways to overcome difficulties and motivate employees:
1. Increased Pay
This is the most obvious way: Offer pay increases whenever degrees or credentials are attained. It is important to have pay increases correlate to the level of training received.
2. A Title Shift
Sometimes pay incentives aren’t possible in a department stretched thin. However, money isn’t the only thing that talks. Managers can bump up an employee’s job title once they have attained a certain level of training. A sophisticated title is something that most employees covet because it can provide them with a sense of value and authority within an organization.
3. Tuition Assistance
One of the biggest obstacles standing between workers and additional learning is the cost. Many people simply don’t have the financial freedom to pick up a few courses. It is becoming increasingly necessary for employers to step in and provide full or partial sponsorships for the training of their employees. Four-year degree paths have become less and less common as more non-traditional learning paths become available. Of course these new paths dramatically cut the costs of sponsoring degrees as well. For instance, prior learning assessment allow students to earn credits based on experience and competency. Every course that is “skipped” using these programs reduces the total cost that an employer would be responsible for. Many employers are surprised to learn just how many of their employees stopped school just short of earning a degree.
4. Time Off
Aside from money, time is the biggest obstacle that blocks employees from pursuing additional learning. One of the best ways for organizations to remove this obstacle is by offering time off for students. Knowing that their employer or direct manager generously provides free time to pursue new knowledge and skills will certainly motivate employees.