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5 best practices for training employees

A high-performance organization relies heavily on a workforce of well-trained employees. The likelihood that an employee will look for new employment is twice as high after a negative on boarding experience in the first 90 days. That is not only unfortunate for the employer but it costs the United States $15,000 each time an employee leaves. Employees who have the support and resources they need to succeed in their roles will be more engaged and productive in those roles in the long run.

Training programs that are well-designed and well-supported are fundamental to employee success. A few best practices for employee training can make your training model more effective and help your new hires become productive from day one.

Create an outline

Objectives or employee training plans are among the most important best practices in employee training. First, list the program’s goals and the measures that will help you measure its success. These are determined based on who will be involved in the training as well as what they will gain from it. The responsibilities of an account executive or project manager differ from those of a customer success manager.

Understanding the differences between new employees allows you to see what objectives they all share, regardless of responsibilities that may differ. Knowing what your training should accomplish makes it easier to create a training timeline. It is important to remember, however, that effective learning requires time, exposure, and reinforcement.

Use digital methods

Today’s workplace doesn’t lend itself to traditional methods of training such as classrooms and webinars. Because more companies are allowing employees to work remotely, they need training they can access from anywhere and at anytime. As a result, learning software has become more challenging. Having updates and new features delivered directly from the cloud has made learning more challenging for employees. 

Engagement and retention can be improved in your training program with digital training tools such as a mobile learning platform that provides contextualized learning program. Contextual learning is more effective because it gathers information about the learner based on their specific context and provides personalized, real-time guidance based on that information.

Try a different learning style

It is important to try different learning styles since we already segment training by job title. The three types of learners are visually, auditoriy, and kinesthetic. You can develop a successful program if you remember the differences between these styles. Seeing new material firsthand and visualizing concepts helps visual learners retain information better. Text and graphics should ideally be included in training methods tailored to visual learners. 

Applicants who are auditory learners should apply a concept they have heard and then explain it in their daily work. The most effective way to solidify employees’ learning curve is to hold a post-training meeting so they can review the information with their colleagues and hear their opinions. Kinaesthetic learners are better able to apply new information when they participate in quizzes, activities, or even on-the-job experiences.

Produce encouragement 

To motivate employees to learn, encouragement is imperative. All of these options are effective. Verbal reaffirmations, certificates, and digital badges can all be applied. An employee could receive a badge once they complete a course, signifying their completion of the module.

This allows them to continue with more advanced training. In addition to increasing employee motivation, it also lets managers know where employees are in the training timeline (and when they need an extra push to keep going). The productivity and growth of an employee will rise when the company invests in its development. Motivate your employees to keep learning by rewarding them for showing progress.

Inquire about the employee’s progress

Communication is one of the best practices for employee training. It makes employees feel appreciated and appreciated. Training is the best time to solicit feedback on your training program since employees‘ memories are fresh. Your training timeline should include regular check-ins so you can discuss what employees think is going well, or what can be changed to improve their learning. 

A training program that is successful will have feedback driving long-term changes on the job. You should provide your employees with the feeling that they are being listened to and getting what they need from the program.  

Last but not least

These are some best practices that you can do in order to handle your employee in training still if you want to ask any questions leave a comment below.

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