Dynamically developing the workforce is a key success factor of any business — big or small. Employees seek training and can be seriously demotivated by the lack it or by frustrating training experiences. Having said that, we decided to discuss several widespread mistakes that result in unsuccessful or even harmful corporate training. Read on to learn what to avoid when planning a training course for your team.
Overlook individual strengths and weaknesses
Naturally, employers think about boosting the strengths of the team when developing a training program. However, this approach may result in an increased pressure for some employees that will need to keep up with the rest of their peers. Not everyone is on the same level, so it is important to identify individual weaknesses and address them with relevant content. Using team weaknesses as a baseline for the training content can greatly increase overall productivity while working with strengths can sometimes lead only to minor incremental changes.
Force one learning style
That is probably the most obvious mistake, yet it is one of the most common. Assuming that all employees will learn equally good no matter the medium is a sure path to training failure. All people are different – some learn well with app simulations like TeamFusion’s Interactive Training, others prefer how-to guides or presentations. Consider providing as many ways to learn as possible when planning a training course – the variety of choice empowers employees to find the most suitable approach for themselves.
Forget about generational gaps
The usual misconception of employers designing training programs is that millennials are more engaged with eLearning while older employees prefer classroom training. However, a recent study by Activia Training destroys those stereotypes. Younger employees often get frustrated with video-only training that does not offer any interactive experience; they also tend to have a shorter attention span that prevents them stay engaged with hour-long videos. Moreover, older employees value online training for the opportunity of self-paced learning that ensures better work-life balance. Training preferences of all age groups of the workforce should be considered before choosing a training method.
Ignore employee feedback
Despite the extensive amount of time spent planning, training can still turn out to be inefficient. It is crucial to stay agile and adjust the training experience according to the end users’ feedback. Gathering feedback can be done through surveys or built-in capabilities like those that TeamFusion has – no matter the method, feedback should be documented and acted upon. Proactive analysis of employees’ experiences are the only way to optimize training outcomes.
Avoid these widespread mistakes when planning a training course for your organization.