What Does Successful Employee Training Entail?

What Does Successful Employee Training Entail
Summary: In order to have an effective and loyal workforce, you need to treat employee training as a priority for your organization. These are the steps you need to take to make sure it yields the best results.

How To Hit Your Employee Training Goals

What are the steps to successful employee training? The question to answer first is what successful employee training looks like. Knowing that, it will be easier to discuss tips and secrets for successful employee training.

eBook Release: Successful Employee Training Explained
eBook Release
Successful Employee Training Explained
Discover the best ways to offer your employees the training they need.

There are generally two key indicators that point toward a successful employee training program. Employees have enjoyed the course, and their performance on the job has improved. Of course, there are many other factors to look into before deciding that your training program was indeed a success, but we’ll discuss those in depth in another chapter. So now, we’re basically looking for the secrets to creating engaging training courses that fill your employees’ skills gaps and help them become more productive and efficient. Although there are several parameters to consider, like the type of training you deploy or the educational level of your employees, there are some characteristics that all training courses should encompass. Ready to take some notes?

Answer The Whys

Employee training might be essential to your company’s growth and individual employee development as well. But this doesn’t mean that it’s always obvious to all employees how training is tied to company goals or how it will help them in the long run. And when employees fail to make this connection, the training won’t have the same impact.

Let employees know the specific skills they’ll gain and what they’ll be able to do better after they’ve completed the training. If necessary, discuss the dangers of not taking training seriously, like in the case of compliance. When employees see the bigger picture and understand how they’ll benefit from training, they’ll be fully on board.

Cater To Diverse Learning Preferences

Every person has a favorite way of learning. This is evident from the simple things we do every day. From the way we learn a new recipe (some people read the instructions while others watch the video) to how we program a new TV (read the manual or figure it out on your own?). This is why training courses should have a little bit of everything. Incorporating a range of activities and combining different learning methods will ensure that everyone will enjoy training. Kinesthetic learners prefer a hands-on approach, for instance. So, whenever possible, assign a mentor that will demonstrate tasks and processes. For visual learners, create videos, and use charts and diagrams. Auditory learners will enjoy seminars and instructor-led sessions.

Create Opportunities For Practice

Practical application helps beat the learning curve and solidifies knowledge, which is why it should be part of any well-rounded employee training program. Whether you’re training employees on how to operate the forklift or how to identify discrimination in the workplace, you can create opportunities for practice. For example, employees can practice by applying their new skills on the job—with supervision, if necessary—through role-playing exercises, or even in a simulated environment.

Reward Employees

Make sure you reward employees who consistently participate in training initiatives. Doing so will help keen participants maintain their enthusiasm and incentivize those following behind. At the same time, it’s a great way to demonstrate your support and respect for continuous education. One way to reward employees is by issuing a certification, which adds to the educational value of your training course. Sending a personalized email to acknowledge their achievement is also very motivating. You can also offer tangible rewards, like paid time off and gift cards, but you have to be careful. The promise of a tangible reward can quickly lose its effectiveness if there’s no intrinsic motivation at all. Creating opportunities for employees to put their new skills into use is much more meaningful and effective.

Turn Managers Into Learning Advocates

According to a LinkedIn report, “transforming managers into learning champions is the number one challenge that talent developers face.” Why is getting managers involved so important? Because good managers are also role models who can lead by example and promote a culture of lifelong learning at the workplace. And this is what successful employee training is about, becoming part of the company culture. Knowing their team’s strengths and weaknesses, managers can also recommend the most suitable training courses for each employee.

Provide Personalized Feedback

It’s important that, whenever possible, employees receive personalized feedback after they complete the training. Depending on how the training was delivered, feedback can be given directly from the instructor, a manager, or an HR professional. Giving personalized feedback is one more way to let employees know that you are invested in their professional development and that you’re there to discuss ways you can help them improve.

Request Employee Feedback

Employee feedback will help you create a better training program in the future and stop wasting resources on training courses that don’t benefit employees. You can use surveys or hold a meeting to ask for your employees’ honest opinion and their suggestions for improvement. And if you want to keep receiving honest feedback, make sure you act upon it in your next course.

Offer Frequent Training Opportunities

If you’re looking to reap long-term benefits, then training must become a habit for your employees. Frequent training is essential to reinforce previously learned skills and add new skills to your employees’ toolbox. But, most of all, offering new training opportunities often helps establish a culture of lifelong learning. Working in a company that honors knowledge and invests in employee development reassures employees that when they’re ready for their next professional step, they can take it in your company.

In Conclusion

Even if there’s no magic recipe for employee training, there are certainly some ingredients a course shouldn’t miss. Along with the tips we’ve shared, there’s a key takeaway to remember; employee training and development is a continuous effort that must be supported by management in order to become part of your company culture. If you would like to know more, be sure to download the eBook Successful Employee Training Explained.

eBook Release: TalentLMS
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