I’ll never forget the time I conducted a product knowledge session for a group of hotel employees. Despite my thorough preparation, I couldn't shake the feeling that something was off. Many participants seemed disengaged—some were checking their phones, others were whispering among themselves, and one person was even nodding off. I was trying my best to make the session interactive and relevant, but it was clear that my efforts were falling flat.
What happened? It turned out that some attendees were bored because they already knew the material, while new hires were overwhelmed by the sheer volume of information. Adding to the complexity, the group consisted of employees from different departments—Front Office, Food & Beverage, Revenue Management—each with unique needs. The generic content I had prepared simply wasn’t meeting their individual requirements. It was a frustrating experience, not just for me as the trainer, but also for the participants, whose lack of connection to the material was painfully obvious.
The Power of Personalization
Have you ever found yourself in a similar situation? If so, you’re not alone. Many of us in Learning and Development (L&D) have encountered the same challenge: a disconnect between the training and the participants’ individual needs. The good news? This issue is common and, fortunately, solvable.
First, let's clarify what personalized learning is. Forbes defines it as an employee-centric L&D approach that tailors training to an individual's job role, needs, and interests. While it may sound like a buzzword, personalized learning has long been championed in the L&D world.
Leading HR organizations like the Society for Human Resource Management (SHRM), the Association for Talent Development (ATD), and the Chartered Institute of Personnel and Development (CIPD) have consistently emphasized the importance of continuous and personalized employee development as crucial to organizational success. In addition, global consultancies such as McKinsey & Company, Deloitte, and Accenture frequently publish reports on the future of work, highlighting personalized learning as essential for modern organizations striving to stay competitive, especially in the age of digital transformation.
In fact, a recent study by Zippia found that a staggering 91% of employees want personalized training, and nearly half (45%) cite investment in their development as a key reason for staying with their company. Moreover, there’s a well-established link between comprehensive training programs and higher profit margins.
By now, I’m sure you’re convinced of the power of personalization. It’s a game-changer, enhancing:
Engagement
Knowledge retention and application
Team morale
Employer reputation and image
Company’s competitive advantage
Profit margin
So, the million-dollar question is: how do you achieve it?
Personalization – a strategic approach to training
Effective personalized learning requires strategic actions at three critical stages: before, during, and after training. Here’s how you can implement it:
Before Training
Conduct Pre-Training Assessments
Use surveys, assessments or interviews to gather data on participants' existing knowledge, skills, learning goals and context. This information helps customize the training content to address individual needs, ensuring that everyone benefits from the session. Check out the 5 most important learning needs assessment questions to ask for more practical tips.
Set Clear Objectives
Define specific learning objectives based on the assessment data. Communicate these objectives to participants to align expectations and provide a clear roadmap for the training. Remember, a well-defined objective not only outlines what the training will cover but also clarifies what it won’t. For example, in my product knowledge training, the vague objective of “improve your product knowledge about hotel operations” could have been more effective if rephrased to “Understand the hotel brand standards” or “Master the safety and emergency protocols.”
Design Personalized Content
Develop training materials and activities that are tailored to the diverse needs and preferences of your learners. For instance, in the hotel training context, I could have divided the participants into sub-groups based on their tenure or department. Additionally, preparing different case studies and hands-on exercises would cater to the varied learning needs of the group, making the training more relevant and engaging.
During Training
Facilitate Interactive Sessions
Use interactive methods such as group discussions, role-playing, and simulations to actively engage participants. Tailor these activities to reflect real-life scenarios relevant to the individual context of the participant. Apply our 7 expert-proven techniques to boost training engagement.
Provide Real-Time Feedback
Offer immediate, personalized feedback to participants during the training. Use tools like interactive polling and quizzes to gauge understanding and address any knowledge gaps on the spot.
Create Small Learning Groups
Divide participants into smaller groups based on their skill levels or job functions. This allows for more focused and relevant discussions, fostering a collaborative learning environment.
After Training
Offer Follow-Up Resources
Provide additional resources such articles or online courses that participants can access to further their learning. Ensure these resources are aligned with their individual goals.
Implement Post-Training Assessments
Conduct assessments to evaluate the effectiveness of the training and measure participants' progress. Use this data to identify areas for improvement and provide targeted follow-up support.
Encourage Continuous Learning
Establish a community where participants can share experiences, ask questions, and continue learning from each other. This ongoing support helps reinforce the training and encourages continuous development.
Conclusion
Personalized learning is essential for maximizing engagement and effectiveness in training sessions. By understanding the unique needs and preferences of each learner, we trainers create customized learning experiences that are relevant, engaging, and impactful, and thus, transform traditional training into a dynamic and meaningful experience.
What about you? How do you personalize your training design to create unforgettable and impactful learning experiences? Share your best tips with us!
If you are want to design and run your own training session but you have zero experience, check out our new online course “Training for Non-Trainers”. In no time will you be facilitating like a pro!