How to Get Staff to Attend Training Courses

Investing in staff training is one of the most powerful ways to improve performance, retention, and morale. But getting employees to attend—and genuinely engage with—training sessions can sometimes feel like an uphill battle. Here’s how employers can encourage and improve attendance for staff training courses.

1.

Communicate the Value Clearly

Staff need to understand why the training matters—not just to the company, but to them personally. Be specific:

• Will it help them progress in their career?

• Will it improve their day-to-day efficiency?

• Will it make their job easier or safer?

Avoid vague messages like “this will be useful” and instead say, for example, “this course will give you the skills to take on more responsibility or manage clients more effectively.”

2.

Make Training Relevant

Training should be tailored to the staff’s roles, challenges, and goals. If training feels generic or disconnected from their reality, staff are less likely to see the point. Seek input from employees about what skills they want or need to develop. Co-creation builds ownership.

3.

Offer Flexibility

Scheduling is often a barrier. Offer multiple time slots, online modules, or on-demand access where possible. Avoid scheduling training during peak business hours or right after a stressful period.

If in-person attendance is required, consider rotating staff or arranging cover to show that you value their time and contributions.

4.

Lead by Example

When managers and senior staff take part in training—or actively endorse it—others follow suit. Leadership involvement shows that learning is a priority across the organisation, not just a box-ticking exercise.

5.

Incentivise Participation

Simple incentives can go a long way. These might include:

• Certificates or digital badges

• Public recognition in team meetings or newsletters

• Small rewards like vouchers or lunch

• Tying training completion to performance reviews or promotion opportunities

6.

Make It Engaging

If training is dull, people will avoid it. Look for providers who use interactive methods, practical scenarios, or gamification. Even internal sessions can benefit from breakout activities, discussions, or real-life examples to bring topics to life.

7.

Provide Feedback Loops

Ask employees for feedback after each course. What worked? What didn’t? Use this input to improve future sessions and demonstrate that their opinions matter. When staff see their feedback being acted upon, they’re more likely to engage again.

8.

Embed It Into Company Culture

Training shouldn’t feel like an interruption—it should be a normal part of working life. Celebrate learning as part of your culture: from onboarding to annual development plans, make growth and learning core values.

Final Thought

When done right, training can be energising rather than obligatory. It’s about showing employees that you’re invested in their development—and making sure they believe it’s worth their time. With the right structure and support, staff training attendance will rise and so will team capability.