The most effective and efficient company is one where its employees are constantly fed with updated knowledge and training related to their work and to become generally well-rounded people. Business owners consider their employees their most significant assets, so investing in the best training and development programs is a wise move to hone them to become optimal with what they do. If you are a manager or a chief executive officer (CEO) and are looking for insights to improve your employee training and development program, then you have landed on the right page.
This strategic plan can lead to a ripple effect. Employees increase their skills, which allow them to perform more efficiently. In addition, the company’s revenue can increase, enabling the company to reward incentives and bonuses that boost employee morale. In the end, both the company and employees are satisfied and happy.
If your current employee training and development program needs an overhaul, get to know about JIT learning and consider these six invaluable tips below:
1. Seek Out Employee Suggestions
Listening proactively to your staff’s voice can significantly benefit your business. The same context applies especially to your training programs. You should include your staff in training and development decisions even though you may have your own agenda about what they need to learn. Considering that they are the recipients of the training systems, it makes sense to know about their two cents.
Besides, they are the main highlights of such a program, as they will be the ones to convert the learning into action. To know what your employees want out of this program, conduct a meeting together or send out surveys and gather their honest opinions and ideas. Ask them the right questions to impact their training program and help your team design it better.
Seek out the skills they want to improve, and do not focus solely on how those skills will benefit your business but your employees as a whole. When you listen to your employees’ suggestions, you have already won half of the battle. This is one way to encourage employee involvement in decision-making. This can boost engagement rates, and they will feel more inspired and motivated by the development program.
2. Incorporate FUN Activities
No matter how tacky and lengthy a training program is, ensure to incorporate this three-letter word: FUN. Your employees must continually stay engaged in the training. If they do not find it interesting, then their attention and interest levels will drop. It will only be a matter of time before your staff feels that the program is more of a burden than an advantage.
By incorporating fun activities, you can hit two birds with one stone: You evoke learning among them, and they are having a good time, too. This allows them to feel that they are on the winning end, and they should continue investing in this training program. Therefore, make your training exciting no matter how long or short it may be. Organize icebreakers, contests, games, and other fun group activities still connected to the subject of learning.
3. Leverage on Tools and Technology
Whether your staff works onsite or virtually, you must modify your training program to suit both formats. This means leveraging the available tools and technology to help you. Consider a learning management system, a software program that delivers educational courses, documents, and reports everything effectively. This is particularly useful if you are managing a team remotely. This software can also benefit in-office employees if they need to go through training content individually.
Aside from this software, consider other ways technology can help your employee training and development program. For instance, you can create engaging and fun training materials by inserting videos and graphic slides that are humorous but are essential to learning. Hold webinars, workshops, and discussion forums, and leverage all these to hone the skills of your employees.
Likewise, keeping up with technological developments is crucial for employees. It is also beneficial and cost-effective for companies to maximize technological resources to derive a successful training program. Thanks to technology and online learning, developing a culture of learning at work has now become easier and more affordable.
4. Provide Both Formal and Informal Learning Opportunities
As the training manager or CEO, you must develop as many learning opportunities for employees as possible. These should come in formal and informal settings. Modern workplaces require these opportunities. Formal training means that the program will be launched and instigated in employees, while informal training entails providing learning materials like podcasts, webinars, and online resources. By combining informal and formal professional development programs, your company can have well-trained and self-dependent employees simultaneously.
5. Consider On-the-Job Training Strategies
On-the-job training is no longer a new strategy for training employees. However, it is usually executed for newbies. This time, consider this training strategy even for your most tenured employees. Instead of training them in a classroom or online, you can do it during normal working days when they perform workplace responsibilities. Engage employees to step outside their comfort zones, gain confidence, and learn new things and work styles that they have not had exposure to yet.
By conducting on-the-job training, everyone can learn something from one another. These learnings adapt to their daily work tasks and routines. Trainers can assess and check how employees are working and performing. It is even an excellent idea for everyone to get a chance to seek others’ opinions and views on how to work more effectively and faster. Perhaps, some people can even share some of their work strategies to benefit more employees.
Furthermore, such experiences enable employees to discover and use the tools they need to grow in their jobs while coordinating with colleagues with more experience to guide them. Rather than taking a general approach that might not be relevant to all team members, managers can offer customized training that targets specific areas of concern for their employees.
6. Don’t Make It a One-Time Thing
Your employee training and development program should not be a one-time thing. Employees can reap growth rewards and long-term benefits when this becomes a regularly scheduled program. Improve your employee training and development program on an ongoing basis.
Your workers are constantly adapting to updated expectations from customers and partners, regardless of whether your company is changing any internal processes. Chances are, there will always be new issues and concerns arising among everyday tasks and work processes that must be tackled together as a team. These details can be added to the training program so everyone will know how to go through them.
Wrapping Up
Your employee training and development program can help your employees to be well versed in their jobs. If anything, this can even translate to more advantages for your company. When employees are well trained and perform optimally, their outputs increase and lead to conversions. Hopefully, you can apply the tips above and modify your employee training and development program so it can be effective for your employees.
