Tip #3 - Limit Available Training if Necessary
In certain cases, optional training should be restricted or even avoided. For example, in safety-sensitive environments, offering training outside of someone's daily job description could lead to a safety or compliance risk. Similarly, labor laws in many states/countries are still struggling with addressing off-hours voluntary training, particularly for non-exempt employees.
Consider limiting training that is unrelated to an employee's role, or require employees to gain access with management permission. This can prevent employees from spending too much time learning skills that don't relate to their role and can also help management oversee potential safety, compliance or labor law issues. Perhaps more importantly, introducing this approval step also reinforces the benefits of the manager and employee jointly engaging in the employee's development.