How to Develop an Ongoing Training Program for Employees
Whether you want to equip your staff with new skills or improve upon what they're already doing, ongoing training programs will keep workers informed and productive. If structured and conducted in a meaningful way, training programs can make staff feel valued. Good training can help staffers represent your best interests when questions or difficult situations occur in your absence. And ongoing training can reduce turnover and promote loyalty.
Other People Are Reading
Instructions
-
-
1
Give your staff plenty of notice about your intention to institute regular, ongoing training. You'll give each participant enough time to schedule the classes without having to cancel client meetings or other scheduled items.
-
2
Draft an outline to give attendees a comprehensive understanding of what they can expect from the program and each training class. Approach the process as a teacher plans a semester. List goals and objectives, create a short outline of what you hope to accomplish at each meeting and set stringent time parameters so your training style is perceived as efficient rather than a waste of time.
-
-
3
Book a regular meeting venue and select a convenient time slot and day for classes. If your office is short on space, take a tip from savvy corporate educators and find a place outside the office to hold ongoing training classes. Whether you use a private room at a coffee shop or a library meeting room, continuity helps workers block class times and allow enough time to get to and from a session. If time is an issue, make it a "lunch and learn" series so employees can bring a brown-bag meal.
-
4
Apply due diligence before selecting a training room. Good lighting, plenty of room at desks or tables, comfortable chairs, good sight lines, a room temperature that's neither too warm nor cold and a supply of pens, pencils, writing pads and other necessities keep staff focused and on task. Schedule regular breaks and have water and beverages on hand. Instead of sugary treats, stock healthy snacks like fruit or nuts.
-
5
Provide as many instructional aids as possible to help employees internalize the material. Some trainers use PowerPoint presentations. Others prefer slides or an overhead projector with transparencies. Most count on a handbook or individual handouts to reinforce the lesson plans. You may wish to employ a dynamic training method for some sessions that are "experiential" by taking the class to work stations so they can observe skills or methods best learned outside the classroom. Guest speakers can be a meaningful addition to your training objectives and goals.
-
6
Structure each training session to maximize employee's learning experience. Start by recapping the last session. Move into that day's training. Encourage staff to ask questions as you proceed so confusing information can be explained at the "teachable moment." End sessions with a feedback loop so you can learn if employees are lagging. If the course is structured in a comfortable, relaxed manner, participants will feel free to be honest about their progress and your style.
-
7
Ascertain your effectiveness with a comprehensive survey at the end of the course. Formulate a questionnaire that asks for feedback on everything from the course content to the training room. Get more details by making the responses anonymous. Empower staff members by asking them to suggest ongoing training topics you might not have considered.
-
1
References
- Photo Credit © Intelinstute
