If you’re experiencing employee training and development problems, it may be time to change how you think about your processes. We’ve outlined four best practices for overcoming employee training and development problems, and how you can implement them into your workplace learning.
1. Don’t rush the process
There are likely to be scenarios in which you need to train your employees to equip them with skills aimed to fulfill a specific project or opportunity. In these situations, there will inevitably be a deadline.
However, training should not be rushed, as a skill half learned can be more dangerous than none at all. For example, fast-tracking software training when employees do not come out with complete knowledge can easily cause employees to make costly errors.
In order to prevent employee training and development problems with timing, provide training on-demand. In doing so, you will give employees the freedom and flexibility to complete the training at their own pace and make sure that the content is fully learned and processed.
2. Avoid the forgetting curve
Does your employee training and development account for the forgetting curve? If not, you could be losing out on valuable ROI. The forgetting curve demonstrates how knowledge obtained via training can become diluted over time if it’s not put to real-world use. And the curve could be steeper than you think: just after 20 minutes, knowledge retention drops to 58%. After a day the expected retention rate is only 34%, and drops down to 20% after a month.
In order to prevent employee training and development problems with content retention, provide training which offers real-world scenarios and the opportunity to apply learning immediately.
3. Keep it flexible
When it comes to learning, one size does not fit all. Let’s say that your training program has six modules. Some employees will face difficulty in specific modules, while others may be ready to soar ahead. By adding in supports to your training, employees can receive any extra reinforcements needed to make sure the content is being learned.
One example of this is explainer videos, which can be selected or automatically appear if it is apparent that the learner is not fully understanding the materials. This creates a more personalized and flexible learning experience, and prevents employee training and development problems in which learners are afraid of falling behind.
4. Use feedback as data
Feedback is an integral part of your employee training and development, and it’s important to collect feedback from employees along the way. Without feedback, employee training can fall short and miss its potential for employee, and company, growth. By openly providing and receiving feedback on your employee training, you can fine-tune your program to prevent any employee training and development problems from resurfacing in the future.
Remember, though, that feedback is a two-way street. As employees demonstrate their feedback on the training, be transparent about the effectiveness of the training on the employees’ work or performance. By showing learners how they have improved over time, you can motivate your employees to keep learning.
In order to resolve your employee training and development problems, offer training that is personalized, scenario-based, and on-demand. Incorporating regular feedback, including certificates and badges, helps employees to see growth within themselves, and display new skills proudly. By following these best practices, you’ll start to see your employee training and development problems dissolve.
Ready to get started? Contact us today to discuss how Allarium can help elevate your workplace learning and alleviate any employee training and development problems.
