How can we ensure our employees actually show up to and engage with a live virtual training session? Employee engagement in virtual training

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How can we ensure there is good employee engagement in virtual training?

This is a question I hear all the time, and for good reason. I understand that management are often worried about getting low attendance or having a session where employees turn off their cameras and tune out.

I've found that the secret to high employee engagement in virtual training doesn't come down to one, single thing; it's a combination of a great delivery method and a collaborative approach.

• We ensure that it is worth their time: We ensure our training is practical and immediately applicable to their work. Employees are far more likely to attend and engage if they know they will leave the session with new skills they can use straight away.

  
  

• Active, Not Passive: Our sessions are designed to be highly interactive. We use polls, whiteboards, and real-time questions to keep participants actively involved. A session where you're just passively watching a presentation is a session where "Zoom fatigue" starts to set in.

  
  

• Partner with HR: We can work with you to build pre-training excitement. We can provide you with a short video, a PDF brief, or a simple message to send out that highlights the value of the upcoming training, so employees see it as a benefit, not a chore. If you think these would be useful for your team, mention it on our initial consultation and we'll add it in, free of charge.

  
  

  I've found that when training is relevant, interactive, and well-promoted, engagement naturally follows.

I take proactive steps to increase interaction and engagement on our live virtual training.

What's the optimal length for a live virtual training session to prevent "Zoom fatigue"?

The optimal length for a live virtual session is dependent on many factors. For example, the location where the delegate is engaging in the training. Is it at home or in the office? Will they be required to take part in other work activities or can they focus solely on the training for the duration? If it's in the office, how loud is their environment?

Although the optimal length is debateable, my experience has shown that a short break every hour helps to keep things running smoothly and gives people a chance to stretch their legs and come back fresh. As well as a short break every hour (normally 10 minutes), typically there will be a longer one-hour break for lunch. This longer break is important as it allows delegates to take time out and recharge, feeling energised and ready to complete the training for the day.

There is also the option to break training down into multiple sessions and I am happy to accommodate this. For example, splitting a full day's training into 2 or 3 sessions. We can discuss this on your initial consultation if it's preferable for your team.

How do you handle Q&A and breakout sessions in a virtual format?

I've developed a smooth, seamless process for both.

• For Q&A: I encourage a steady stream of questions throughout the session using the chat function. This ensures that questions are answered as they arise and that participants don’t have to wait until the end of the session. I also make sure to set aside a specific time for a live Q&A session at the end of each training.

  
  

• For Breakout Sessions: I leverage Zoom’s breakout room feature. I'll give clear instructions to each group, and I can drop into different rooms to answer questions or check on progress. The smaller group setting is a fantastic way to get a normally quiet person to speak up and get hands-on with the new skills.

  
  

  The goal is to replicate the energy of an in-person workshop, and these tools are essential for making that happen.

How do you handle difficult or disengaged participants in a virtual setting?

While it's rare in my sessions, this is a valid concern. My approach is to prevent disengagement from happening in the first place, but I'm also prepared to handle it if it occurs.

• Proactive Engagement: Our interactive polls and group activities are designed to be difficult to ignore. Participants are prompted to take action, which makes it harder for them to be passive.

  
  

• Private Communication: If I notice someone appears disengaged, I can discreetly send them a private message in the chat to check in or ask a direct, simple question.

  
  

• Positive Reinforcement: We celebrate participation. When someone asks a great question or shares a thoughtful idea, we acknowledge it publicly. This creates a positive atmosphere where everyone feels encouraged to contribute.

  
  

  My focus is on creating an inclusive, safe, and engaging environment where everyone feels comfortable and motivated to learn.

What should I expect on your free initial consultation?

Our free initial consultation is a casual, no-pressure conversation designed to ensure we're a good fit.

The call typically lasts about 15-20 minutes and has three main goals:

1. I get to know you. We'll discuss your company, your team's specific challenges, and your overall goals. What problems are you trying to solve? What would a successful outcome look like for you?

   
   

2. You get to know me. This is your chance to ask me any questions you have about my experience, methodology, or approach. It's an opportunity to see if my style and expertise align with what you're looking for.

   
   

3. We determine next steps. By the end of the call, we'll both have a clear idea of whether my training is the right solution for you. If it is, I can then provide you with a detailed proposal and a clear path forward. If not, you'll still leave with some valuable insights and a better understanding of what your team needs.

   
   

   My goal is to be helpful first, so you can be confident that you'll leave the call with clarity, regardless of the outcome.

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