From a psychological point of view, Ryan/Deci's theory must be taken into account: incentives and gamification related activities act on estrinsic motivation, therefore they won't work in the long run. They can be used, but the solution on the long run could be framing training as the key to a more fulfilling, diverse and exciting career. If the person is more proud of one's expertise, make them imagine they'll be an expert; if they want more free time, explain them how training could help them with their work-life balance. Just find the leverage!

To boost employee engagement in training sessions, make the learning relevant to their roles and career goals, offer interactive and personalized experiences, and ensure they see the value of the training by connecting it to company objectives and recognizing their efforts.

Make training relevant and interactive tie it to real challenges they face. Use gamification, real-world scenarios, and hands-on activities to keep it engaging. Show them what’s in it for them career growth, new skills, or even incentives. When training feels valuable and fun, engagement follows!

To spark motivation, transform training into an interactive journey. Focus on personal relevance by linking content directly to employees' roles, showing them how skills will enhance their growth. Integrate gamification—reward progress with badges, points, or leaderboards. Foster friendly competition but emphasize collaboration, making learning a shared, fun experience. Recognize both big and small achievements, rewarding milestones with micro-incentives like gift cards or recognition. Lastly, involve employees in shaping the training content, giving them a sense of ownership and increasing engagement.