As change is ever present in the corporate world, so are training sessions.
Although some companies only invest in training new candidates when they join the team, training should be continuous.
If an employer has nothing new to teach the workers, that means that the organisation is not growing, changing or innovating.
With the vast competition in every single industry, this lack of change can significantly hurt the business’ prospects.
Whether a company is introducing new software, updating their customer interaction policies or introducing a new initiative, a training session is necessary to get everyone up to speed.
Unfortunately, it has been found time and time again that traditional training methods are mostly ineffective.
Employees leave the sessions with not much more knowledge than they came in with, or forgot most of the information within a few days.
Before your next training session, introduce these changes to maximise its benefits.
Introduce Micro-Learning Sessions
While typical training sessions last for hours or days, micro-learning is a quick tutorial that spans for minutes.
While this may seem like insufficient time to teach employees something, consider the fact that sitting for hours on end in a conference room is boring and leads many attendees to simply tune out.
Today’s fast digital world has gotten most of us used to receiving our information quickly, and moving on if it’s not interesting.
This type of behaviour extends to work as well, and trainees typically stop listening after a few minutes, get on their devices or day dream.
Micro-learning is most effective for informal training sessions that focus on performance improvement.
This type of training is not impossible; simply break down the material in short topics, which you can cover daily in short spans.
Provide Access To The Information
Managers often get frustrated when something they taught their staff is not utilised, or the employees state that they can’t remember what was said.
To make a training truly effective, don’t rely on your staff workers to take note.
Instead, provide access to the information after the training.
Whether you print out handouts or send an email with the important takeaways, or create an app that workers can access at any time to review the material, this follow-up can significantly help the material “sink in” and the training to be more effective.
Head of Training and Development
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Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.