5 Tips For More Effective Training for Your Employees
Just sit by Joan and she’ll show you the ropes.
You know how to do this, right?
There’s nothing to it. Just jump in and get started.
Sound anything like a company that you know? Sound like your company!? The truth is that many companies use the “fly by the seat of your pants” school of training and the results are less than satisfactory. Well to be blunt, there is a much better way.
Here are some tried and true tips on how to provide effective training for your employees:
- Make certain that the training is relevant and addresses the core skill sets that are required for the job. It is also important to take into consideration the existing skills of the employee(s) being trained. For example, do they need basic skills training or would advanced training be more appropriate?
Remember the quote by Ben Franklin:‘People Are Best Convinced by Things They Themselves Discover.’
- Give them advance notice and get their buy-in to the training well before the training is scheduled. Generate interest by asking for their suggestions on content and training materials.
- Provide the training at a time of day when the employees are focused and energetic. Conducting training at the end of the business day can be a problem as retention of the material and employee enthusiasm are lower. Additionally there may be resentment because the training is impinging upon their personal time.
- Make the training fun and interactive. Adults tend to retain more when they are actively participating in the knowledge transfer (aka training) experience. Exercises and games designed to reinforce the newly trained material are very effective.
- Make certain the trainer has an excellent grasp of the subject matter AND has excellent presentation skills too. Frankly there is nothing worse than a trainer that “knows their stuff” but doesn’t have the ability to present it in an interesting and compelling style.
- Reward them for their participation; buy T-shirts, mugs or imprinted notebooks for the participants and make it an overall positive experience.
Most importantly, you must measure results in order to assess the effectiveness of the training and skills transfer process. And remember that training is not a one-time event but rather part of an ongoing skills transfer process whereby ongoing success is ensured by regularly scheduled refresher and reinforcement sessions.
For further discussion or comments, please contact Gail L. Trugman Nikol, President Unique Business Solutions, email@example.com or call (516) 935-5641.