Lauren Schoon

Training is Essential to Successful Business Cycles

Eight Robust Steps for Maximizing Employee Training and Learning

One of the biggest mistakes employers make when it comes to employee training and learning is taking a hands-off approach to training.

An example of the hands-off approach would be a manager not taking an active part in his/her employees’ development, leaving it entirely to the instructor or the online content.

Another mistake is not providing any kind of follow-up or reinforcement that helps the employee apply the training to his/her job.

For example, how many times have you gone to a seminar, become really excited about what you learned and looked forward to applying it in your job? But when you got back to work nothing changed—it was the same old stuff. It’s almost like there were barriers in place preventing you from using your new skills and training that you were so excited about the day before.

When this happens, it’s proof that there’s no support for employee training. There’s no help removing some of the barriers. There’s no one sharing the employee’s excitement.

OK, then what should supervisors remember or do so that employee training and learning is a valuable experience and one that gives employers a return on their investment?

1. Prepare the employee for the experience so that they can be successful. Explain what is expected. You might want to say something such as, “Pay particular attention to these three key areas.” That way, the employee’s focus and attention will be heightened in those areas. You may want to emphasize that these are the skills you will be using when you’re back on the job, etc.
2. Reflect on the opportunities that the employee might benefit from once the training is completed. For example, perhaps they will be leading a meeting or using a new software application. This way, the employee will be anticipating and looking ahead before the training even begins.
3. Help the employee understand what’s in it for them. Describe how this training will benefit them or help them in their daily job responsibilities. Detail how things will be better, different or easier after they complete the training.
4. Make sure the employee understands how to minimize interruptions. Cell phones and BlackBerries should not be going off, etc. Employees should be aware that they are expected to make alternative arrangements for taking calls and messages during breaks, lunch, etc.
5. Arrange the employee’s schedule so that others will handle his or her responsibilities while in training. Reassign or reschedule work assignments. These actions send the message to the employee that this training is very important to the boss or supervisor, as well.
6. Schedule follow-up discussions and adopt a hands-on approach. Managers, too, should take an active role in the employees’ development. Employee learning does not happen in a vacuum. Ask the employee about those previously discussed key areas and what he or she learned. You want to reinforce what the employee learned so they understand how to apply the training to the job.
7. Make plans and set expectations so that the trained employee immediately puts their new knowledge or skills to work. Assign a task and ask the employee to produce the results.
8. Celebrate! Acknowledge the employee’s progress and recognize the progress that the employee is making.

I find that more and more businesses are looking for ways to develop their people. And as we move into an unchartered new economy, one in which businesses are faced with having to scale back, but still keep the volume of work going—it’s very important that employees continue strengthening skills and/or developing new ones.

And employers should ensure that they are prepared to support employees so that the business can accomplish what is necessary. 

 

The information contained in this document is for general, informational purposes only and is not intended to be legal advice. This information is not a substitute for the guidance of a professional and should not be relied upon in reference to any specific situation without first seeking the advice of a qualified HR professional and/or legal counsel regarding applicable federal, state or local laws. HRTools, Insperity and their respective employees make no warranties, express or implied, and make no judgments regarding the accuracy of this content and/or its applicability to a specific situation. A reference or link to another website is not an endorsement of that site or service.