In the Breakthrough Ideas in Training webinar that TJ Shier presented for Tortal Training this summer, he recommended offering incentives to employees who take part in training and use the skills they learn.

In the months since that session, we’ve been getting some feedback about using incentives in training.

“What a great idea,” one trainer tells us. “Some organizations forget to incentivize people for using what they learn in training programs, but it can be a very effective way to reinforce learning.”

Yet we’ve heard some dissenting opinions too. “I think it’s redundant,” a sales trainer says. “When people start applying what they learned, the benefits should be self-rewarding in terms of closing more sales, earning bigger commissions and helping the company succeed.”

Who Is Right?

While there is a kernel of truth in what the “redundant” trainer is saying, we know the “great idea” commentator is right. “Mr. Redundant,” we think, is misunderstanding what incentives can be and how they can augment training.

Here are some ways to create and use incentives to increase your training results and ROI:

• Make incentives ongoing and meaningful. We have seen trainers hand out key chains and t-shirts at the close of training sessions. There’s nothing wrong with that – it’s a nice and motivational thing to do – but it only produces lasting effects if more incentives are delivered strategically over time. For example, you can reward employees every time they complete future training lessons, modules and courses.
• Use technology to deliver rewards. If your employees are doing their training on mobile phones, you can deliver a prepaid restaurant or store coupon to them after they complete each unit. Delivery can be automated, built right into your training program.
• Don’t shy away from big rewards and prizes. Family vacation packages for employees can work well to motivate them to sell the most of a new product in a specific period of time after they have been trained to sell it, for example. (Just be sure to clearly explain the rules: exactly how much they need to sell, the precise closing date and time when the competition ends, how many of the incentives will be offered, etc. Spelling out the specifics prevents later misunderstandings or hurt feelings.)
• Remember that simple encouragement can be a great incentive too. A personalized note or email of encouragement or thanks from a company leader can be a great motivator – and it doesn’t cost a penny. Remember, however, that effective motivational communications are specific, not general. Example: An email that says, “Congratulations Bob on bringing in 25 new clients by using our new marketing platform” is more powerful that a generic message that only says, “Thank you for trying our new marketing platform.”
• Honors and recognition are effective incentives too. If certain employees achieve excellent results by using your training, you can invite them to join a new Training Advisory Panel, an Honors Circle or other committee that you have created.
• Use incentives to encourage feedback in the months after training is completed. Employees might (or might not) respond to an email that says, “Please let us know how you are using what you learned in our training program last month.” But chances are good that they will respond if you offer even a small incentive. Prepaid restaurant and store coupons are good choices here too.
• Offer incentives for suggestions. They are an effective way to solicit feedback for improving future training. The result can be continuous improvement that leads to better and better training results and ROI.

Call on Tortal for Motivational Training Design 

We’re committed to making training motivational, exciting and results-driven. Call us at (704) 323-8953 to learn more.