How to get the most out of workplace training

To get the most out of workplace training, employers need to understand how the brain works. When it comes to coaching and learning, and achieving genuine behavioural change from employees, learning programs that are developed with this in mind will be more effective and have a greater impact on the business.

What does successful training look like?

Business owners understand that highly capable employees are needed to stay competitive, and that learning and development programs have greater value when the content reflects key business performance requirements.

While building capabilities is a top priority for many employers, it is not always the case that these programs are effective at improving performance in a measurable way. So, how can businesses make the most out of investing in training? By understanding what creates business value and how.

Of course, training best practices will vary depending on the business, its culture, and the specific situation and requirements. However, the best programs will begin with identifying the learning needs, and take a long-term view of continuous learning as opposed to a quick fix.

How can employers set up successful training programs?

Strategy Driven – Training and development programs should be strategy-driven and in line with business goals. This means partnering with relevant business areas and departments to ensure alignment between learning and business objectives.

Define timeframes – Set clear and agreed criteria and timeframes to define success, so that training can be measured against metrics and encourage a ROI within agreed timeframes.

Holistic Approach – Support learning programs with key strategies, systems, policies, and processes so that learning is supported by business practices. This will help establish boundaries and reinforce the desired outcomes.

Multiple learning platforms – Utilise different channels to reinforce learning outcomes and ensure employees can get the right training at the right time, in the right way and at the right cost. This could include group or one-on-one training, on-the-job training, e-learning, and access to technology and support tools to match the different learning needs of different employees.

How can employers create and deliver successful training?

With training budgets limited, and businesses rapidly evolving, it is crucial that employers get the most out of any learning program implemented. This involves fostering a learning culture by providing easy access to learning tools, opportunities, and collaborative learning practices.

By having an awareness of how the brain functions, workplace training can be developed with the following 4 criteria in mind to ensure effective learning and a positive ROI:

Attention – Facilitate learners being able to concentrate on the task or concept without distraction.

Generation – Encourage learners to interact with the learning task so they generate their own thinking and connections.

Emotion – Create emotional cues associated with the learning task so that it becomes embedded.

Spacing – Create adequate time gaps so learners can digest, consolidate, and rehearse new learning.

What should employers avoid when creating new training and development?

Learning is a complex process and is much more effective when programs can build upon what an employee already knows. This helps to retain the information by strengthening understanding. However, there are many factors that can limit effective learning including:

Content – Employees need to engage with the content and really focus their attention on it to embed the learning. If employees are not engaged and unable to concentrate, the training will likely be ineffective.

Incentive – There needs to be a reason for the learning; the why. If employees do not see the value of training, are not interested, feel overwhelmed, or are fearful of change, then there is no incentive and any learning is not reinforced and will be unsuccessful.

Social – The people involved in the training are key. How supported employees feel, and the quality and quantity of communication has a significant impact, both positive and negative, on learning.

Using a range of established models and structured content, our team of HR consultants can assist employers to identify where there are training needs, and develop workshops tailored to the unique requirements of the business.

We work with a range of clients across different industries to deliver training that is relevant, practical and can be implemented immediately to help people perform better in their roles. If you require training in your team, get in touch with our team today.

Find our articles helpful? Remember to follow us on Facebook, Instagram or LinkedIn to keep up to date with our practical tips and information for business owners and managers.