How To Market Training Internally
8 Tips to Get People to Show Up
A.I. HAS MADE IT POSSIBLE TO CREATE TRAINING CONTENT
FASTER THAN EVER
You’ve invested time, money, and energy into creating a high-quality training program for your team.
You know it’s valuable.
You know it will help people do their jobs better.
And then… crickets.
This is a common challenge with non-mandatory training.
Just because it’s available doesn’t mean employees will engage.
To get traction, you need to think less like a trainer and more like a marketer.
HERE ARE 8 PRACTICAL WAYS TO MAKE SURE YOUR TRAINING
ACTUALLY GETS USED
1. Make the R.O.I. for learners clear
People don’t take training just because it exists.
They take it because it solves a problem they care about.
When promoting a course, highlight “what’s in it for me?”
Instead of saying:
“This course is about customer communication skills.”
Say:
“This course will help you handle frustrated customers with less stress and resolve calls faster.”
Spell out how it will save time, reduce frustration, or make their job easier.
2. Create buzz with sizzle reels
One client shared a clever idea: a short, 60-second “sizzle reel” video shown before an all-hands meeting.
It highlighted snippets of the course, gave people a taste of what they’d learn, and created curiosity.
Think of it like a movie trailer for your training. Short, visual, and enticing.
3. Leverage leadership buy-in
If leaders mention the training in team meetings, participation goes up.
Managers can encourage attendance by:
Providing a quick flyer or e-flyer that explains why the course matters
Adding the training to team agendas or goal-setting discussions
Sharing their own positive takeaways if they’ve previewed the content
When employees see leaders value the training, they’re more likely to make time for it.
4. Partner with H.R. & development programs
Training doesn’t have to stand alone.
Work with HR to integrate your course into:
Individual development plans
Performance objectives
Onboarding or career progression pathways
This creates a natural pull instead of a forced push.
5. Deliver invitations, not just announcements
Generic “the course is live” emails are easy to ignore.
Instead, send direct invitations — either to individuals or through department heads — so people feel personally asked to participate.
Consider segmenting:
“This course is especially valuable for new managers.”
OR
“Designed for anyone handling customer escalations.”
6. Offer samples (microlearning as a hook)
Marketing often uses free samples. Training can too.
Share a tiny learning nugget in a newsletter or Slack post, such as a 30-second video tip or a quick “Did you know?” fact from the course.
Once learners get a taste, they’re more likely to commit to the full program.
7. Use internal communication channels
Think beyond email. Companies that succeed in internal training promotion often use:
Slack or Teams posts with quick teasers
Digital signage in breakrooms or shared spaces
Intranet highlights (“This week’s featured course…”)
Gamified challenges tied to training modules
The goal: show up where employees already spend attention.
8. Sustain momentum with ongoing nudges
Marketing isn’t one-and-done.
Keep the training alive by:
Featuring a “skill of the week” tied to the course
Sharing success stories from colleagues who applied it
Sending light reminders framed around benefits (“Spend 15 minutes this week to make your next customer call easier.”)
Repetition builds familiarity. And familiarity drives adoption.
INTERNAL MARKETING DOESN’T MEAN FLASHY CAMPAIGNS
It means being intentional about how you present training, showing people why it matters, and making it visible in the places they already look.
If you’ve gone to the effort of creating a valuable course, don’t let it sit unused.
A few thoughtful steps can transform “crickets” into active engagement.
