CoAdvantage-Most corporate approaches to employee training are lacking. “Few companies see sustained benefits from training employees,” writes consultancy group McKinsey & Co. Yet it’s clear that training is a pivotal part of the workplace experience. One LinkedIn study found that nearly all employees (94%) would stay with an organization longer if it invested in their learning and development. Plus, with reskilling and upskilling as two major workplace trends this year, it’s clear employers need to figure out how to make their training effective.
Here are five ways to do just that:
1: Reframe corporate training from knowing to doing
Training should focus on action-oriented behaviors and processes, through an interactive and hands-on training methodology. LinkedIn has found that over two-thirds (68%) of employees prefer to learn or train on the job, for example, suggesting that learning-through-doing is more popular and engaging than listening to lectures.
2: Address internal barriers to implementing new skills
Sometimes the problem is a matter of misaligned incentives that prevent employees from taking new training seriously. Basically, the question is: what’s in it for them? LinkedIn’s survey also found that over half (54%) of employees would spend more time learning if they were given course recommendations that helped them achieve their professional objectives. Align the training with employee’s self-interest for maximum impact.
3: Train and solicit buy-in from company leaders
New skills should be modeled and reinforced by department heads and organizational leaders. In other words, learning and development should happen from the top down. This is particularly crucial for company-wide (as opposed to role-specific) training initiatives where workers need to see leaders demonstrating the value and importance of the training courses.
4: Train the trainers
Training is a rapidly evolving field. Training Magazine reports that about a third (36%) of major organization use classroom-led training techniques, while about another third (34%) blend classroom and virtual learning technologies. These different training methodologies and media require different skillsets and expertise within the trainers themselves. Make sure any trainers you use know what they’re doing to be maximally effective in the ways your organization handles training its workforce.
5: Measure the impact
Surprisingly, few organizations keep meaningful track of feedback from their training participants or progress reports after training has been completed. McKinsey & Co. argues that most methodologies for tracking training impact is inadequate to prove the value of the training or to identify where the training should be adjusted to be more effective. They write, “Picking the right metrics is the key to creating real value from training.” They’re correct; measuring impact is the only way to identify where and how training programs can improve.
CoAdvantage, one of the nation’s largest Professional Employer Organizations (PEOs), helps small to mid-sized companies with HR administration, benefits, payroll, and compliance. To learn more about CoAdvantage’s ability to create a strategic HR function in your business that drives business growth potential, contact us today.
