Training Your Staff Effectively in the Workplace
Training is important in any workplace. When your employees can reach their full potential, it’s easier for your organisation to achieve its goals. Moreover, your employees will feel happier and prouder working for you and with you when you’re as invested in their career development as they are.
However, you can’t just sign up your people to every program available. You need effective corporate training so that the time, money, and effort invested will be put to good use. That said, here are some tips on how to approach staff training to achieve the results you want:
Make Your Expectations Clear From the Get Go
Let your employees know what you expect from them before, during, and after the training. Obviously, they’re expected to apply what they’ve learned. Nevertheless, you need to make this clear to ensure that you’re on the same page.
If you’re going to be holding them to a different standard of evaluation after the training, tell them this as well. By being straightforward right at the outset, there won’t be any risk of miscommunication. Your employees are also more likely to take their training seriously.
Explain What the Training Is All About (and Why It Is Relevant to Them)
Don’t just choose training programs at random. Instead, pick those that improve or teach new skills relevant to your employees’ jobs. At the very least, choose “universal” competencies such as first aid or workplace health and safety.
It’s also a good idea to tell those who will undergo the training what to expect. For example, will it be a combination of classroom-based lectures and practical training? Will there be required group activities?
Give your employees as clear a picture as possible. This can help prevent potential feelings of discomfort and anxiety, instead allowing more room for focus. As a result, you can count on better learning retention.
Consider What Kinds of Learners Your Employees Are
Different people learn in different ways. There are those who learn by immediately doing, while some absorb new information better if they watch others do it first. In addition, some people learn better on their own, while some thrive in group settings.
Of course, the ideal scenario is to accommodate everyone’s learning styles. This can be challenging, not to mention expensive, but it can definitely provide better results.
However, what’s more crucial than individualised training is that you provide an engaging experience. Keep in mind the four stages of the learning cycle: experience, reflection, conceptualisation, and experimentation. This approach can help prevent information overload, and also encourages self-reflection to help make new knowledge “stick.”
Train Supervisors and Managers, Too
When you book training programs, make sure to include the supervisors and managers. This way, they’ll also know and understand what the other employees are learning. More importantly, this puts the superiors in a better position to help their teams apply their new skills and knowledge.
It’s your choice whether to train the supervisors and managers simultaneously or before the other employees. The bottomline is that they should have the same level of information so that everybody has the same information.
Support Continuous Learning and Development
Training courses and other learning programs are all well and good. However, you need to cultivate a culture of continuous learning and development if you want to harness their benefits.
Luckily, this can be accomplished in simple ways. For example, you can invest in technological tools that help facilitate knowledge sharing. Even simple chat apps can be helpful in this regard.
You can also establish an incentive system that rewards good work. This can help motivate people to do more, while feeling good about themselves. The key is to recognise your employees for the work they do and supporting their drive to continue improving themselves.
Feedback, in this case, applies to different facets. For one, you need feedback about the training itself. Ask the participants of the training program to rate their sessions. Did they learn what they were supposed to learn? Was it enjoyable for them? Do they have any suggestions on how to make the training programs better?
Doing this can help ensure that your people can get the kind of training they both need and want. It can also help the training company in creating more effective and customised modules.
Feedback is also important coming from supervisors and managers. Did their team’s productivity and quality of work improve? Were there enough opportunities in which to apply their new skills? Does someone need further coaching? This can help foster the above-mentioned culture of continuous learning, as well as a sense of openness.
Business mogul Richard Branson has this memorable quote about investing in training your employees: “Train people well enough so they can leave, treat them well enough so they don’t want to.”
Indeed, any kind of business must have a mindset of continuous learning. This ensures that everyone stays motivated and prepared to take on new challenges. Ultimately, this will lead to growth.