Having effective and innovative training ideas is key to a great onboarding process. It is important to get training for new employees right the first time itself. This is because it creates a lasting impression which can determine their performance in the workplace.
Here are some important stats that highlight the importance of having a good training program:
As many as 94% of workers say they’d stay at a company longer if it actively invested in learning and development.
74% of workers are willing to re-train their skills in order to remain employable.
40% of employees with low quality of training will leave within the first year.
Investing in training is often the solution for how to retain employees. It can also lead to increased productivity, motivation and workplace morale.
However, it is imperative that you have a positive first impression on your new employees. Mistakes in the training programs can lead to a variety of problems down the line. So, you need to try and set up the training modules in the best way possible.
Towards that end, here are some training red flags that you need to watch out for.
7 Red Flags For New EmployeeTraining That You Must Avoid
1. A “One and Done” Approach to Training
Oftentimes, companies view employee training as a one-time activity. It is usually carried out during the onboarding process. But after that, workers are just expected to ‘learn on the job’.
While that approach works, it can also bring in a lot of unwanted difficulty. A continuous learning program can be extremely helpful to keep employees engaged. It can also boost their productivity by keeping them in the loop.
Oftentimes, there is little thought given to training reviews. But, they are important for trainees to be able to recall important concepts and use them in their work.
2. Training Content Isn’t Accessible All Year Long
Keeping the content accessible is essential to a successful preparation program. Almost 50% of employees prefer to learn at their own pace, and through their preferred medium.
If your training program is only accessible during the initial months of their term, it is going to lead to lower retention rates. This is because revision is crucial for information to be retained.
And if new workers can’t revisit instructional content from time to time, it is going to be difficult for them to recall key ideas.
3. Training Content isn’t Interactive
We can all agree that one-sided college lectures are super boring.
And if the content you’re presenting new workers with is in the same vein, it’s going to cause problems. Explaining concepts to trainees is important. But it’s also crucial to get their input on it.
Clarifying their doubts using an in-person or online mentor can facilitate a much better experience. Choosing the right mentor is one of the defining factors behind successful onboarding.
An emotionally and mentally available mentor is the best fit for the role. This way, the trainee has no second thoughts about asking their guide for help or clarifying any doubts.
4. Trainings That Aren’t Geared Towards Different Learning Styles
Some adults learn better visually, some through audio and some kinetically. Companies should be aware of different learning styles that people have.
For example, a visual learner might find it difficult to absorb information from a lengthy text document. So, you want your courses to be able to work for people no matter what their preferences.
One of the ways of making this happen is creating several forms of delivering the material. Videos can appeal to a wide audience, but you can also make MP3s for people that prefer a ‘podcast’ or auditory form.
Remember to conduct in-person sessions, which can work wonders for engagement. After all, there is no real substitute for human to human connections.
5. Lack of Specific Outcomes
Trying to achieve multiple objectives using a single piece of content is a big no-no. For every module, the focus should be on one big idea. This is crucial for easy absorption and retention of new topics.
Before the training begins, it’s important to clearly state what it will help them achieve. This way, they can see the bigger picture. And the details become the roadmap to achieving that goal.
Focusing on one to two big ideas helps make the content crisp and concise. And without much distraction, the chances of internalization are maximised. For instance, when training customer service employees, you need them to be in the loop with company policies.
6. No Hands-On Experience
Assessments are the way to truly test your knowledge. Without being put under some pressure you’ll never know how much knowledge is being retained.
It’s important to be able to test how much new employees are able to apply what they’ve learned. One way can be in the form of quick questions right after delivering new content.
Or, you can have clear ways of implementing the ideas learned in the modules on a daily basis. The latter can best help trainees understand their skill gaps much better. From there, they can bridge the gaps through guidance from mentors or revisiting course materials.
7. Not Knowing Your Audience
Are the people new to the company part of the younger generation? Or, are they a bit older, and not as well-versed with technology?
A big mistake a lot of companies make is not taking a look at the profile of the trainees. If they don’t have the technical ability to access digital training, then alternate methods need to be used.
On the other hand, delivering a 200-page long textbook for younger people might not be the best decision. For this profile, it’s best to have short-form visual content that fits their traits.
4 Tips to Achieve Better Methods for Training Employees
Now, you’re aware of the big mistakes that companies make. But, how can you implement more innovative training ideas? Here are four tips that you should keep in mind.
1. Improved Accessibility
Making training content accessible is key to maximising consumption. The material should be available on PC, mobile and tablet devices. This way, trainees can use the platforms that they are most comfortable with for learning.
Moreover, course material should be available for beyond the initial few weeks. This will help them recall concepts that they might have lost touch with. And as a result, you’ll have a more informed and well-rounded workforce at your disposal.
2. Have Group Discussions and Assessments
It’s important to cater to individuals when it comes to training. However, team-building exercises are also just as important. Having group discussions about the new ideas learned is a great way for employees to learn.
Assessing what has been learned in a group setting will allow learners to consider a different approach as well. This is achieved through the sharing of ideas and perspectives.
Clarifying doubts in a group session can encourage interaction among new workers. And this will help them build connections and bond with one another.
3. Encouraging Feedback
The importance of feedback when it comes to training cannot be understated. An important metric that you can gather is training completion. This will help you assess how effective the current strategy is.
Incorporating feedback forms into your training programs is the best way to gather such data. Keeping the feedback anonymous will encourage new workers to share their experiences honestly. And as a result, you’ll be able to improve your training modules accordingly.
The effectiveness of the content and suggestions for improvement can also be used for fine-tuning. At the end of the day, the people consuming the training material will be able to tell what can be improved upon the best.
4. Make Content Short and Concise
If you’re dealing with new employees that are GenZ’ers, you should know that they have a really short attention span. The massive popularity of TikTok, YouTube and Instagram as short-form content outlets has contributed to this in some capacity.
But, younger people tend to prefer videos for learning new concepts. And they also learn better when the videos are shorter, to-the-point and are able to convey practicable instructions. As a result, companies should consider delivering their training materials this way.
Try Out Bites for an Employee Training Program that Works!
Having well engaged workers through an effective training program can work wonders for you team. Having learnt about the pitfalls and the tips to improve the process, you can now work your way towards a more productive workforce.
Bites can help you create short and effective training modules for new employees. Complex ideas can be broken down easily through the use of playlists. These playlists consist of short videos explaining one to two main ideas at a time.
And, despite being a third-party, feedback is actively integrated to optimise the modules.
Ready to take the next step towards an effective training program? Book a demo call today to learn exactly how we can help you achieve your training goals.