No matter how big or small your venture is, employees will always remain the most significant asset. By training them effectively, you can make the optimal use of this asset and gain high returns on your investment. Not just that, employee training provides numerous other benefits such as increased productivity, improved engagement, and enhanced retention. That’s precisely the reason why enterprises conduct frequent employee development programs.
But the sad thing is that there are still organizations that do not conduct employee training efficiently. According to a Gartner study, 70% of employees say they do not have the right skills to do their job. It means that they are not able to perform their daily tasks efficiently.
If you don’t want to be one of those organizations that don’t provide training but expect the best from their employees, you are in the right place. This post will shed light on how to train your new and existing hires efficiently.
1. Pick the right environment
Environment matters! Before anything else, the first thing to focus on is the environment. It is scientifically proven that the environment can dramatically affect learning outcomes. Besides the training results, it can also impact other employees’ productivity as their focus can be hindered.
You can conduct training programs in a meeting hall. But the best thing would be to have a dedicated space like an auditorium or a conservatory. You can find and connect with conservatory builders or contractors online for building a dedicated training space within your budget. Once you have the location and environment set, you can proceed with the actual training process.
2. Build the plan
Planning is an essential part of the training program. It is vital to identify what your employees will learn from the session, which are the core processes or operations you want to focus on, etc. If you don’t have the clarity, the entire program will be a waste of time for both you and your employees.
Start by selecting a specific area. Once you have chosen the procedure or operation, jot down everything relevant to it. This will help list down the skills they need to learn from the development initiative. Next, build the learning structure so that the employees are not overwhelmed by the information. Start with the basics and then move on to advanced concepts.
3. Gather the training material
While planning the training session, also determine what approach you want to take. For instance, you want to go with class-room based, hands-on, online, or a hybrid training approach. It will help you gather the necessary resources.
Get the presentations and other materials ready and try to keep them as simple as possible. Some crucial points while preparing presentations and other resources are:
- Find trends and methods specific to your industry
- Ensure all data and resources are updated
- Divide the entire presentation into sessions
- Create assessments to be conducted after each module
- Include visuals and plenty of examples
4. Make it interactive
If the training is boring, everything will bounce over your employees’ heads. Include fun activities at regular intervals and make the program engaging. Creating an interactive development program is essential so that your employees don’t get overwhelmed by the information. Some interaction and engagement will freshen up their mind and help them consume more information.
There are multiple ways to make the training program fun and engaging. For instance, you can include fun trivia or other interactive activities after each training module. You can also incorporate some funny videos or animations in the program.
5. Incorporate core skills
Expertise training is helpful, but core skills are necessary. Although skills can’t be taught, you can include pointers that help your employees to develop them. For instance, you can incorporate tips for self-management, confidence, or using IT effectively.
The employees cannot use your software if they do not know how to use a computer. Hence, providing help for building core skills and expertise is vital.
6. Evaluate the training
The last part of an efficient training program is the aftermath: evaluating the session. You can ask for feedback from the employees to determine how valuable the development program was. If you are seeking feedback from new hires, ensure that it remains anonymous. New employees might not be confident to answer if you ask them directly. Anonymous feedback will help get accurate answers.
While feedback is an instant evaluation, you can also wait to see the training results. Try to note the difference in the employee and overall business performance after the session for evaluation.
Conducting regular training sessions can do wonders for your business. But if done inappropriately, it will only waste time and provide zero value. Following the above steps will ensure that your development program is right on the spot.
