We do not want to force employees to take our training. Therefore, we try to present it from the point of view of benefits for each employee in the format of short and clear communications. And we also try to involve the direct managers of these employees in training, so that at all levels it is clear what exactly we are teaching, what is the value of training and how to control the application of knowledge.
There must be a responsible employee
Who will develop and maintain "life" in the Skill Cup: interact with coaches, prepare materials, administer the application. Skill Cup requires constant involvement. Perhaps at some point your content will no longer be of interest to employees. Therefore, it is important to monitor and collect feedback on a regular basis, which is pleasant and beneficial, and quickly adapt to the audience.
Build your content placement logic. Launched a large article - make a verification question or case to consolidate the material. We started a training session - start a duel after a while, so that employees have the opportunity to check and consolidate knowledge in a playful way.
Run ratings, contests, or even just publish the names of the most active employees. So they will follow such publications with great interest.
Everything is available anywhere and anytime. Even when we ran a limited-time marathon, we offered our employees several formats for passing it at once: if you want, study the material at the time of receiving the assignment, if you want it in the evening, if you want it once every three days, etc.