23 Aug 4 Ways To Fix A Broken Employee Training Program
Here’s a stark truth—employees who don’t receive proper training don’t perform well at their jobs.
Inadequate workplace training results in decreased productivity. Companies are 17% more productive when their employees receive proper training. A lack of proper training also increases employee turnover rates. Conversely, retention rates are 34% higher in companies that offer employee development opportunities.
Almost all organizations have a training program in place. Your company must also have one. But the question is, is your training program hitting the mark? You might say yes, but you’d say otherwise if you evaluate it. An improper training program might appear like a minor issue, but it’s a major one affecting your bottom line and team morale.
But worry not! We are here to help you fix your broken employee training program. In this article, we’ll explore practical and creative ways to breathe new life into your training initiatives.
#1 Listen to Your Employees
What’s working and what isn’t is difficult to understand when you’re at the top-level management. Be all ears to your employees.
Nobody except your employees can inform you about loopholes in your training program. Your employees experience the training firsthand, so their insights are valuable.
Set up feedback sessions. Invite only a handful of employees at a time. This smaller, more intimate setting encourages open, honest conversations. You can also create an anonymous survey.
Paying attention to what your employees have to do helps you not just gather feedback, but also empower your team to take ownership of their learning experience. Moreover, employees are more likely to engage with a program they helped shape.
Once you’ve gathered their input, act on it. Make the changes they suggest and let them know their voices made a difference.
#2 Personalize the Training Experience
One size doesn’t fit all, and you know that. Some people learn best by watching videos, others by reading, and some by jumping in and getting their hands dirty. So, why should their training be identical?
Offer a mix of learning formats—videos, interactive modules, and written guides—to cater to different preferences.
A recent Forbes release reveals personalization as a key trend shaping the future of employee training. Try tailoring training programs to individual employee needs. That will lead to more effective learning.
Take a customer service representative and a software developer, for example. Both will require communication training, but their day-to-day tasks differ significantly. You can’t provide them with the same training materials and expect the same results.
Customize their learning experiences to address their specific roles and challenges instead. It will lead to better performance as well as job satisfaction.
#3 Bring in Experts
Bringing in experts can be a game-changer for your training program. Think of it as inviting a guest chef to your kitchen—they bring fresh ideas, specialized knowledge, and new techniques that can elevate the entire team’s skills.
Experts offer a perspective that your internal trainers might not have, especially if you’re tackling complex or rapidly changing topics like technology or compliance.
External trainers can also revitalize the learning experience. They often come with proven strategies, real-world examples, and the latest industry insights, which can make training more relevant and engaging.
Look for someone with an EdD in organizational leadership. Those with a Doctor of Education (EdD) can sculpt comprehensive training programs. Whether it’s professional developmental courses or new employee onboarding, they will create training programs tailored to specific corporate needs.
EdD-trained organizational leaders, Rockhurst University explains, also oversee training specialists who conduct employee training sessions. They also choose training materials and manage training budgets.
Don’t forget about your internal trainers, though. Invest in their professional development through “train-the-trainer” programs. That will help them stay sharp and continue delivering high-quality training long after the experts have left.
#4 Do Not Neglect Soft Skills
Focus on hard skills, but not so much that you overlook soft skills.
Technical know-how will help your employees do their jobs. But soft skills like communication, teamwork, and problem-solving are also important.
Think of soft skills as the glue that holds everything together—they enhance how employees interact with each other and handle various situations.
Devise a training program that focuses on these skills by including workshops on effective communication or conflict resolution.
Bear in mind that soft skills are often what set top performers apart from the rest. They help employees navigate workplace dynamics, lead projects successfully, and build stronger relationships with colleagues and clients.
Revamping a broken employee training program might seem like a tall order. But it’s absolutely doable with the right approach. These tips can help you transform your training from drab to dynamic. Taking these steps will not only help you fix a program but also invest in your team’s success and the overall health of your organization.
Author Bio:
Gaurav Gupta is a passionate writer with a knack for exploring complex topics. When he’s not crafting engaging content, he enjoys exploring nature trails, experimenting in the kitchen, and strumming his guitar. His diverse interests fuel his creativity, resulting in insightful and relatable articles.
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