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Don’t Train in Vain: 5 Ways to Maximize the Return on Your Training Investment

Maximize the Return on Your Training Investment

Training comes in many forms. Employers offer training to their employees for many reasons. In some cases, the training is required for employers to remain compliant to government and stakeholder regulations. Training creates opportunities for employees. These opportunities differ based on how the
employer delivers their training content.

For some, it is an opportunity to catch up on some much needed sleep. Sitting in a conference room listening to a trainer drone on about topics such as compliance training often provides a great opportunity to drift off. Just sign the attendance sheet, grab a pillow and you are all set. For others, it is a chance to graze at the pastry and coffee bar. The biggest decisions they will face all day include glazed or chocolate and when to switch from regular coffee to decaf. The employer banks on the caffeine high to artificially keep the employees engaged in the training.

By contrast, when training is delivered correctly, it creates an opportunity for employees to grow in their knowledge, abilities and skills. They will learn to work safer. They will increase their abilities to deliver better customer service. Training should result in employees becoming better team members who contribute to the overall performance of the company as well as becoming better members of society.

So, how can employers deliver training in a way that achieves these results – and help their employees avoid falling asleep?

1. Offer Training Through eLearning Resources

eLearning resources such as Construct-Ed.com are available on demand using any computer with internet access and through smart devices. Training that is offered on demand is available to employees when and where they are available to take the training. Employees can learn at their pace on an individual basis when it is appropriate for them.

Encourage employees to access eLearning and other online resources when and where they need the information. Make them aware of these resources.

2. Develop and Implement a Mentor Program

People learn best when they work one on one with a trainer who can show them how to accomplish a task or goal. Sitting in a training center with multiple employees allows individuals to be overlooked. By working with a mentor, employees get the opportunity to learn directly from someone who is knowledgeable and who can provide immediate feedback on their performance.

Assign your senior team members as mentors to new team members and ask them to show the new team members how to complete certain tasks.

3. Deliver Training “On the Job Site”

Learning occurs at output. Offering training to an employee, but failing to allow them the opportunity to implement what they have learned severely impacts their ability to retain the knowledge. By providing training in real time so that the skills can be put into immediate use, the employer is giving the employee an opportunity to practice what they have learned.

Allow training to occur on job sites and encourage employees to take advantage of
opportunities to learn on the job site.

4. Train on Relevant Topics

Training can be boring. Training on topics that are not relevant to the immediate business at hand can appear incomprehensible to most employees. Employees want to learn the knowledge, skills and abilities that will improve their earnings capabilities as well as improve their job satisfaction.

Offer training on topics that are relevant to the current job or position. Show employees how the training being offered can be used on their next job. Help them make the connection.

5. Develop a Method for Measuring Results of Training

Employees go through training because their supervisor tells them they have to. They may not be aware of what goals the employer is looking to accomplish. Without being able to connect the training with the intended results, the employee will never know if the training was successful or not. If they cannot see the results, they may lose interest in participating in the training.

Develop a method for measuring success. If it is safety training, share the accident rate for the company. If it is compliance training, share with the employee that the training is being completed to insure compliance. Allow the employee to see the results and to see how the results match out against the goals for the training.

Employers want to see a return on their investments. Employees also want to know that their involvement in training will contribute to their personal goals of growth and development as well as the overall success of their company.

Avoid training in vain.

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