Optimize Employee Training: Successful Career Development

• Posted on Oct 24, 2023

Have you noticed?

Burnout, pandemic recovery and economic uncertainty have created unpredictable environments. Organizations that have asked their employees to return to the worksite face immense pressure to allow hybrid and remote work options to remain in place.

Many employees want more flexibility, fewer hours and pay that keeps pace with inflation. As impossible as it may seem to fulfill all these requests, there is one that you can deliver: quality employee training. Employees want to stand out in their industry.

Employee training is a crucial component of your organizational success. It enhances your workforce’s skills and knowledge, contributing to employee satisfaction — and retention. 

We recommend focusing on three steps when creating a stellar employee training plan: Identification, Delivery, and Follow-up.

Identifying Employee Training Needs

1. Conduct a Training Needs Assessment: The first step in any successful training program is identifying your employees’ needs. Use surveys, performance evaluations, and employee feedback to inform your decisions. By understanding the gaps in skills and knowledge, you can tailor training programs to address these specific needs.
2. Set Clear Objectives: Once you’ve identified the training needs, it’s crucial to set clear and measurable objectives for each program. Specific and quantifiable goals help employees understand expectations and enable you to assess the effectiveness of the training.
3. Consider Individual Development Plans: Individual development plans (IDPs) are an effective way to personalize training. Work with employees to create IDPs that align with their career goals and the organization’s needs. This approach not only makes training more relevant but also increases employee motivation.

Delivering Training

1. Choose the Right Trainer and Training Methods: Your employees want to learn from experts. You may have SMEs in your organization, but look beyond your walls for other leaders and influencers to train your staff. Additionally, be open to various delivery systems available: classroom training, online self-paced courses, on-the-job training, and mentorship. Select the method that best suits the learning styles of your employees and the content they will learn.
2. Engage Employees Actively: Keep employees engaged throughout the training process. Encourage interaction, discussion, and hands-on activities to enhance learning and make training sessions more enjoyable.
3. Provide Access to Resources: Ensure employees have access to the necessary resources, such as training materials, tools, and technology. This support is essential for them to apply what they’ve learned in their daily tasks.

Following Up on Training

1. Evaluation and Feedback: After training, gather employee feedback to understand what worked and what didn’t. Use this feedback to improve your training programs continually. Regular evaluations also help you measure the impact of training on job performance.
2. Reinforcement and Application: Training should not be a one-time event. Create opportunities for employees to apply what they’ve learned through assignments, projects, or simulations. Encourage managers to provide ongoing support and guidance; hire external coaches and mentors to help.
3. Recognition and Rewards: Reqard the behaviors that bring the most value. Acknowledge and reward employees who successfully apply their training. Recognition can be a powerful motivator and reinforces the importance of ongoing development.

Key Considerations

Career development is a dynamic process, changing as regulations, requirements and even your employees change.  

1. Adaptability: The business world is constantly evolving. Your training programs should be adaptable to address new challenges, technologies, and industry trends. Regularly review and update your training content to ensure it remains relevant.
2. Compliance and Legal Considerations: Ensure your training programs comply with relevant laws and regulations, especially in diversity and inclusion, safety, and ethics. Failure to do so can lead to legal issues and damage your organization’s reputation.
3. Technology Integration: Leverage technology to enhance training delivery and tracking. Learning management systems (LMS) can help manage training materials, track employee progress, and generate reports for evaluation.
4. Budget and Resource Allocation: Allocate the necessary budget and resources for training programs. Investing in employee development is an investment in the future success of your organization.

Employee training is an essential element of any successful organization. More than half of all workers cite relevant training as the one thing that would help them perform better in their roles.  

What’s stopping you from providing it? 

To identify, deliver, and follow up on training effectively, consider the specific needs of your workforce, engage them actively in the learning process, and continuously evaluate and adapt your programs. By implementing these best practices, you can foster a culture of learning and development that benefits your employees and your organization in the long run. 

Avoid viewing sufficient onboarding and ongoing professional development as an expense. It’s an investment in the growth and sustainability of your business.