Rapid changes in today’s business sphere require organisations to develop competent, skilful, flexible, and agile workforce in order to achieve goals and long term profitability. When it comes to employee growth and development, training plays a vital role along with motivation and encouragement. Training provides help for company’s advancement and attainment of goals. It also becomes department’s survival on competitiveness. Owing to these reasons, employee training is crucial for company’s success.
Gallup study showed that employees want team leaders who also play as a coach to help them develop their expertise. Survey of Singapore’s workforce also revealed that training makes them engaged better with leaders, colleagues, and their job. Almost all (93 percent) respondents cited that training has helped them perform better within jobs. Additionally, Gallup’s book titled “First: Break All The Rules” cited that while individuals prefer to join a team that has prestige and reputation, their productivity and retention actually lies greater in whether they have opportunity for development or not.
See also: ADDIE Model to Design Retainable Training for Employees
Moreover, although giving people more opportunities to learn can play important part, companies still need to manage all dimensions that drive engagement. Training should prevail each aspect of practice such as in-house or online training in order to reach long-term success. And to achieve each aspect of training, there are secrets to do that. According to Better Team, you should adopt these practices to improve your training process.
Each team in the organisation needs different practice. For example, your engineers and sales teams require different expertise. That being said, don’t make your engineer sit in the same training program as your sales team. Targeting your team to a related study will help them perform better in their jobs.
After the training, you should assign employees tasks that require them to use and practice what they have just learnt. This strategy will not only help cement their learning but also show you which employee’s strength and weakness that you need to improve.
Training should be fun and enjoyable. If you drag employees and train them too hard, it will not retain their enthusiasm in learning. It will get them frustrated and tired, instead. So, schedule your training in the most effective time by giving breaks and time to socialise. Remember to not give too harsh training or boring ones.
In order to make your training more useful and able to retain longer for employees, you should train them when they need it. For example, instead of training employees to deal with ideas that will be used 3 months later, you can focus training them on current situation or current project. Also, make sure that your employees use the practice as much as possible. Therefore, you should train them according to their field of expertise (remember the first point).
Read also: Psychology Today: Understanding Left vs. Right Brain for Employee Training and Development
