
“What do I do?”
Almost a month ago, my team and I were invited to conduct a training session for a certain company. Before we commenced the training, the management called us aside and said;
“We have experienced low productivity with our staffs. How can you help?”,
Many of the trainers or management can relate to such an experience or other more in any kind or training either, On-boarding, On- the job or off- the job trainings.
For most companies, the highest priority when it comes to allocating training resources, is increasing the effectiveness of training programmes. Employees benefit from trainings that is optimised to save time and money while delivering all its learning promises. This boosts employee retention, effectiveness and performance hence improving company’s performance.
Despite careful allocation of resources, many companies still find their trainings to be ineffective or partially effective in achieving its goals. Most employees forget 50% of what they’ve learned within the hours of the program and in a matter of days, 80% will have faded. Why?
The following are some of the factors that affects training and development and can be mitigated to ensure effectiveness.
- Training Delivery Methods.
The current workforce in many companies have different generations, who all have different learning styles. When developing a training design it is necessary to incorporate different content type to cater for the different learning preferences like written notes, videos or picture/images and Scenarios.
- Engagement
When employees don’t understand the training objectives nor see the relevance or necessity of the training, they become uninterested and hence resist engaging. Therefore use of practical learning like case studies, role-play, scenarios and relatable examples engages employees in active problem-solving that contribute to cognitive engagement.
- Relevance
Many training and development programs are too generic and are not personalized enough for specific roles and skills. This can strain employees’ time and patience by forcing them to engage in content that isn’t relevant to them. It is necessary to categories learning outcomes for each role undergoing training and use relatable case studies and scenarios to reinforce the relevance of the program and also leverage just in time training to update skills when they are needed most.
- Change
Dealing with Organizational change could be critical and training employee to adopt change could even make employees to resist more. It is importance to outline and explain the objectives and the importance of the change and use relatable examples to allow employees to willingly accept change.
- Feedback
To achieve training objectives, it is important to ask employees to provide honest and authentic feedback periodically throughout the training duration and crucially take action on what they’ve reported. This allows the Management or the trainer to understand where employees need support and how to offer it. This also provides insights on what worked well and what could be improved to ensure staff engagement till the end of the training.
Every challenge or problem experienced during of after training and development program, has a solution. The most crucial thing is to ensure that the employees are well prepared for the trainings, the objectives are clearly outlined and understood, the right training methods are used and employees feedback are responded to promptly.
Executive Edge Consulting has committed itself to understanding its clients’ business in-depth. That way, we are able to successfully provide a costumed designed training programs for our clients to meet their training needs.
For details on how we can support your business, kindly contact us on 0703 299 569/0733 893 807 or send an email to info@executiveedgeconsulting.co.ke
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