Feb. 27, 2017

How Effective is My Training Strategy?

 

 

 

 

3 SIGNS THAT YOUR TRAINING STRATEGY IS STUCK !

If employees forget things you taught them back in orientation or, worse yet, they’re leaving in droves to seek other opportunities — chances are your outdated training program needs to change, and fast.

When was the last time you took a long hard look at your company’s training strategy? 

If employees forget things you taught them back in orientation or, worse yet, they’re leaving in droves to seek other opportunities — chances are your outdated training program needs to change, and fast.

So, how does your training strategy stack up? Is it stuck in time? Or are you keeping up with the ever-changing needs of today’s modern employee? Let’s find out.

Sign #1: You’re stuck in event-based training

Many companies still adhere to an old model of training: When employees get a new job, or when the company rolls out a new product or system, everyone is forced into a room for hours to train and learn new material. 

Maybe there’s a test or two, but then the training ends. The learning has stopped.

Employers who still hold true to this style may be horrified to learn that, according to Information Age, 80% of employees will forget what they learned in in-classroom settings within a month.

Let’s give your employees some credit: The majority wants to get better at their jobs and develop marketable skills within their industry. Rather than pouring information on them in one event, develop a training program that teaches them key pieces of information on a consistent basis.

For instance, implementing an eLearning program can work to deliver daily bites of knowledge after an in-person training session to reinforce the critical information.

Plus, eLearning is an effective way for you to adjust your training easily based on what you see in your company metrics. If there’s a specific key performance indicator that your company is lagging in, you should be able to tailor the next training module to focus specifically on this initiative. This gives you incredible flexibility and power in improving your workforce talent.

Sign #2: Rigid times and schedules are your norms. 

Here’s an email that employees dread to see in their inbox: “Training in Classroom A, 9 a.m. - 5 p.m. on Tuesday.”

It’s not because they’re lazy; employees simply want to be able to learn in the setting that works best for them. For companies that employ people on a national or global basis, this means that flying in people from across the country to attend an in-person meeting isn’t only a huge hassle — it also may be ineffective.

Nevertheless, it seems that companies are slow to adopt. Capgemini Consulting found that IN 2014 80% of organizations still rely on “one-way communication tools” (such as in-person training sessions) for learning.

This is a huge missed opportunity for companies — whose employees are often devout smartphone users, often picking up their devices over 200 times a day. 

Companies should capitalize on that tendency to mobile by offering more flexible, on-demand training programs that allow their employees to learn whenever, and wherever they are. Some employees learn better in the morning, some at night; others at their desktop computer, with still others considering their smartphones the ideal way to watch and participate in training courses. 

Employees want to take ownership in their learning and development journey in the company. The more empowered they feel, the more engaged and motivated they will be while going through the training. 

Sign #3: You’re not innovating or using new technology. 

It comes down to this: If you don’t reach the modern learner in the ways that make the most sense to them, they’re likely to leave and move on to somewhere else.

PwC found that nearly 3 out of 5 employees considered the company’s technology setup when considering a job.Almost 4 out of 5 of those survey respondents said that access to technology made them more effective employees. According to another study, 36 percent of employees said they would leave their current company if offered a job at a more digitally progressive organization.

In response to this, companies are starting to take a step forward. According to Brandon Hall Group 2016 research, nearly half (48%) of organizations say exploring new or different learning technologies is a priority in 2017.

With those factors in mind, why wouldn’t companies set up an eLearning program to serve content to their employees in the ways that are most meaningful to them?

Employees don’t learn by listening to someone lecture for hours, or pouring through dated policy documents or just watching a static PowerPoint presentation anymore. They learn by engaging in short, bite-sized courses with videos and interactive quizzes and discussions. They like learning online, through apps, on- the go, from remote locations.

If you set a training strategy that allows employees to learn where they want, when they want — they’ll be more likely to be engaged and continuously improving their skills as they continue to work for your organization. To do this, you’ll need to adopt smart and mobile technology — which is proven to be one of the best ways to increase employee engagement.

How did it go? Do you think your training strategy is stuck in the past and needs to evolve? Or are you already on the right track?

Be brave and innovate, try new methodologies, new tools, and think out of the box. What has worked in the past won’t be effective today. It’s time to move away from the 'training for training’s sake' attitude. It’s time to evolve your training strategy to meet modern learner needs.