How do you respond to resistance or feedback from employees or managers about training?

1 Identify the sources of resistance

Before you can address the resistance or feedback, you need to understand where it is coming from. There are different reasons why employees or managers may resist training, such as lack of time, resources, motivation, support, or trust. Some may also have negative attitudes, beliefs, or emotions about training, such as fear, anxiety, boredom, or frustration. To identify the sources of resistance, you can use various methods, such as surveys, interviews, focus groups, or observations. You can also ask for feedback directly from the participants or their supervisors, and listen to their concerns and opinions.

2 Communicate the benefits and expectations of training

One of the most effective ways to overcome resistance or feedback is to communicate the benefits and expectations of training clearly and convincingly. You need to show how training is relevant, useful, and valuable for the employees, managers, and the organization. You can use examples, stories, testimonials, or data to demonstrate the positive outcomes and impacts of training. You can also explain the objectives, content, methods, and duration of training, and how they align with the needs and goals of the participants and the organization. By communicating the benefits and expectations of training, you can build trust, interest, and commitment among the stakeholders.

3 Involve and empower the participants

Another way to respond to resistance or feedback is to involve and empower the participants in the design, delivery, and evaluation of training. You can solicit their input, preferences, and feedback throughout the training process, and incorporate their suggestions and ideas. You can also give them choices, options, and flexibility in how, when, and where they learn. You can also encourage them to share their experiences, opinions, and questions with each other and the trainer, and create a collaborative and supportive learning environment. By involving and empowering the participants, you can increase their engagement, ownership, and satisfaction with training.

4 Provide support and recognition

A final tip to respond to resistance or feedback is to provide support and recognition to the participants before, during, and after training. You can offer them guidance, resources, and feedback to help them prepare, participate, and apply their learning. You can also acknowledge their efforts, achievements, and improvements, and celebrate their successes. You can also follow up with them regularly, and monitor their progress and performance. You can also address any challenges, issues, or concerns they may have, and provide them with solutions and assistance. By providing support and recognition, you can enhance their confidence, motivation, and retention of training.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?