Workforce training programs are designed to improve the skills of current employees and potential job applicants.
A company that prioritizes employee training can attract new talent while increasing the retention rates of current staff. A recent LinkedIn report found that a whopping “94% of employees say that they would stay at a company longer if it invested in their career development.” Similarly, a majority of employees—regardless of their generation—believe that “learning is the key to success” in their careers. Productive programs are often those that incorporate meaningful goals, employee skill levels, and the latest technology applicable to the subject matter. Successful instructors are typically those who understand how to present the information in a dynamic, engaging fashion.
However, the success of a training program can be negatively impacted by several common but avoidable mistakes.
Not Formulating Clear Goals
The primary goal of a workforce training program is usually to expand and improve employees’ skills and help them translate this new knowledge into their everyday jobs. However, failing to clearly define what you want your employees to gain from this program can hamper its success, as they may view this as just another mandatory session. When creating a training program for employees, program organizers should be very clear about what the overall goal of their program is and outline the path to getting there.This helps employees stay on the same page as the program organizers and be fully focused on reaching that goal.
It’s also vital to communicate the “big picture” beyond the stated purpose of the training. Employees who understand how the course will benefit their professional life in the long term are more likely to fully commit to the program.
Failing to Assess Employee Needs
A successful training should have a starting point that reflects a training cohort’s skill levels. A course that is too advanced or too remedial for your training group can put the effectiveness of the program in jeopardy. For example, an employee who’s attending a pharmacy technician course should have a strong grasp of medical terminology before they can begin to understand pharmacology and its effects on the human body. Without that foundational knowledge, the road to success for that employee can be significantly more challenging. In short, it’s crucial to understand your employees’ strengths as well as the areas for improvement so that you can tailor your program toward building up their weaker areas.
Not Leveraging Appropriate Technology
Modern technology can’t solve all workplace problems, but it can be a powerful part of your training toolkit. Online training programs can help your employees learn the subject matter at their own pace, particularly if your teams are working remotely. However, it is essential that the online course reflects the specific goals you established during the planning phase of the program, and can be tailored to suit your employees’ skill levels. An online course that is alienating to the user, whether due to a bad user interface or the inclusion of irrelevant information, is usually a waste of both time and resources.
The Good News? You Can Avoid These Mistakes!
A training program can be incredibly effective in attracting new talent while increasing the retention rates of your current staff, but it is essential to address the fundamental aspects we’ve discussed: clear goals, programs attentive to skill levels, and incorporating technology resources into your learning initiatives. —
Establishing clear goals, speaking with your employees about what their needs are, and using the proper technology for the program will build the foundation to develop training programs that are meaningful to your employees.
Workforce training programs can be difficult to implement, but a qualified company that specializes in training programs can help you get started.