HOW TO MARKET TRAINING INTERNALLY

8 Tips to Get People to Show Up

Published on 9/03/2025

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.