Employee Training Programs: Knowledge is essential for career growth and success. Employees can enhance their skill sets by dedicating themselves to regular training, unlocking doors to future opportunities, and bringing valuable new competencies to their teams. What’s the issue? Corporate training is often considered dull and uninteresting, making it challenging to keep your employees engaged in continuous learning.
This article discusses effective employee training methods that foster motivation, cultivate growth mindsets, and contribute to the long-term success of both individuals and organizations. Additionally, we provide a template for an employee training program to help you begin.
What Is An Employee Training Program?
The employee training program offers a variety of learning opportunities and experiences to help employees develop their skills, knowledge, and capabilities. It aims to enhance employees’ job-specific skills, boost their personal and leadership abilities, and promote a culture of ongoing growth. The employee training programs can be easily tailored to meet the unique needs of each individual.
Nevertheless, training is only a part of a complete employee development plan. Creating a comprehensive strategy should be considered alongside other growth opportunities such as coaching, networking, employee performance management, and career planning.
What Does An Employee Training Program Include?
Training programs are most effective when they include the following important components:
Individual Training Goals
Companies set specific goals for every employee, from individual contributors to senior leadership. Managers can collaborate with their direct reports to create training goals that are clear, measurable, attainable, relevant, and time-bound. These goals should consider the employee’s current skills and career goals.
For instance, a junior software engineer could set a training goal to become proficient in Python by the end of the year. It can be measured by completing a certified course.
Common Types Of Employee Training
A modern employee training program may incorporate a variety of training formats, including:
Training Courses
Training led by an instructor is beneficial for teaching various subjects, particularly when introducing new ideas to learners. Employee training can occur in various settings, including physical classrooms or virtual platforms. Alternatively, remote learners can participate in self-paced courses they can complete independently.
Microlearning
Individuals can participate in microlearning training sessions, which involve consuming small portions of information, like a brief training tip delivered through Slack or email. This training is most effective as a quick review or refresher for those who have already taken related courses rather than as a complete introduction to a new topic.
Job Shadowing
This on-the-job training pairs a less experienced employee with a more seasoned staff member. The less experienced employee can learn by observing and assisting their colleague. Job shadowing is a great way to gain valuable experience in soft skills and technical training, all while getting a feel for the company culture.
Professional Memberships
Joining professional memberships, like the ones offered by SHRM, gives you access to valuable industry resources, exciting events, and great networking opportunities. These memberships are beneficial for employees to stay updated in their field and gain access to industry reports.
Peer Learning
Peer learning, also known as social learning, enables employees to learn from one another through various methods such as workshops, mentoring, round tables, or team projects. This experience helps co-workers form strong relationships and encourages a collaborative learning environment. Peer feedback is helpful for pinpointing areas where knowledge may be lacking and encouraging ongoing growth.
Gamification
Using game design elements like points and rewards, gamification motivates team members to complete their training by tapping into their competitive spirit. It is great for teaching new processes or concepts that need hands-on practice.
Training Deadlines And Milestones
When you commit to a training goal, it’s important to break it down into smaller, achievable parts that can be tackled even with a busy workload. Having a clear deadline for your goal and setting milestones to stay on track in any training plan is important.
For instance, if an accountant wants to finish a tax law course within six months, they can set smaller goals like completing one module every two weeks to stay on track.
Why Should Companies Invest In Employee Training And Development?
Certain employees may enhance their skills outside work and at their own expense. Small businesses may find it tempting to forgo in-house training and development. However, companies of all sizes can reap significant advantages by prioritizing the development of their employees:
1. Attract And Retain Employees
Nowadays, employees can be quite unpredictable. Those who frequently change jobs will seek better opportunities elsewhere if their employer doesn’t prioritize their career development. According to LinkedIn, most organizations are worried about keeping their employees and have found that offering learning opportunities is the most effective way. According to a study by TalentLMS, a significant majority of employees (76%) preferred companies that provide ongoing learning opportunities, indicating a higher likelihood of employee retention.
Younger employees, especially, are eager to receive training. Most millennials seek development opportunities in their new job, while a significant percentage of Gen Z individuals desire more chances to learn and practice new skills.
2. Address Skills Gaps
Many companies, about 87%, are currently facing or will face a skills gap shortly. It challenges organizations as employees may lack the necessary skills to address these issues.
Finding suitable job candidates can be a challenge, according to a survey by Monster. It shows that 58% of employers have difficulty finding candidates with the necessary skills. Additionally, Dell highlights that 85% of the jobs expected in 2030 have not been created yet.
Consistent training is a valuable solution for addressing skill gaps, both currently and in the long run.
3. Aid Succession Planning
Forward-thinking organizations prioritize succession planning to ensure seamless transitions between leaders and teams. Companies can identify high-performing individuals as potential successors and provide them with relevant training to prepare for future roles. This approach guarantees a robust talent pool and keeps top employees by showing their employer’s commitment to their growth and acknowledging their potential.
4. Achieve Business Goals
While it is crucial to customize training programs for each employee, it is equally important for companies to ensure that their training and development plans are in line with their overall business goals. For instance, a company aiming to expand its global reach could provide language training or cultural intelligence courses to support this objective directly. Similarly, a company looking to enhance sustainability could offer training in eco-friendly practices to assist employees in spotting ways to reduce waste.
5. Improve Employee Engagement
Engaged employees tend to be highly productive, positive, and motivated. When companies invest in their staff by providing training opportunities, they value their employees and want to support their growth. It enhances overall employee engagement and boosts satisfaction with the company. According to research by Culture Amp, employees show a 46% increase in engagement when developing skills that align with their interests.
11 Strategies For A Successful Employee Training Program
Ensure your company’s and employees’ success by following these effective strategies when developing and launching your training program.
1. Set Goals For Your New Employee Training Program
Take a step back and consider why employee training is provided and how it can contribute to your business goals. Establishing goals enables you to assess the effectiveness of your training programs and make necessary adjustments.
For instance, a goal that is both concise and straightforward would be to increase employee retention by X% by the end of Q4. It can be achieved by improving access to reskilling opportunities across all departments. Every SMART goal should incorporate appropriate metrics, such as the staff retention rate, to monitor progress effectively.
2. Take A Skills-Based Approach To Hiring
For optimal results, it is important to ensure that the right individuals are drawn to your training program from the beginning. After you’ve brought on board individuals with the necessary skills for your organization, they become the building blocks for future training.
Recruiters can prioritize skills over less relevant criteria such as college education or experience when selecting candidates to advance through each stage of the hiring funnel. A recent report by LinkedIn reveals that a significant majority of recruiters, 75%, view skills-based hiring as a top priority in the coming 18 months. Furthermore, there has been a notable 25% increase in the use of skills filters by recruiters to identify qualified candidates over the past three years.
3. Prioritize Your Training Needs
In 2023, training expenditures for large companies dropped from $19.2 million to $16.1 million. Training budgets for midsize companies remained consistent at approximately $1.5 million, while small companies saw an increase from $368k in 2022 to $459k in 2023.
No matter what industry your organization is in, it is essential to choose the training you provide to stay within your budget. Focus on aligning training with business objectives and develop tailored programs to meet those requirements. For instance, provide leadership development or conflict resolution training to high-potential employees or technical skills training for individuals transitioning into a new role. By prioritizing your training needs, you can focus on the most important areas and get the most out of your employee development programs.
4. Customize Growth Plans
It’s important to avoid taking shortcuts when it comes to training. Each person in the same role should have a unique training plan. What is the reason behind this? Picture this: you’ve got a group of five fresh faces on your sales team, all starting at the same level. They all have one goal: to meet the quarterly sales targets. Their training and growth plans should seem to align since they are working towards the same goal. Isn’t it?
Incorrect. Each sales team member came to your company with different skill sets. Some individuals excel at negotiating, while others have outstanding interpersonal skills. One team member aspires to become a sales manager, while another is focused on excelling as a sales associate. It is essential to customize training plans to meet each employee’s specific needs, skill levels, and goals.
5. Combine Different Types of Training
A well-rounded training plan should include various methods to help employees quickly learn and grasp the subject. Timothy Zimmer, the People Operations Manager, shares insights on how Great Lakes Psychology Group has succeeded by incorporating real-time training alongside supporting initiatives like utilizing a learning management system and job shadowing. He says:
Our employees gain valuable experience by working closely with trainers during fundamental client interactions, further reinforced by additional training. This training method is used during onboarding and has helped speed up our internal process with new hires. We can enhance the skills of our existing employees. The support and commitment from our training team are crucial for this training tactic’s success and have proven beneficial for everyone involved!
6. Invest In Mentoring And Coaching
Formal courses are important in any training program, but mentoring and coaching provide valuable practical experience that complements learning. Encourage employees to seek mentors who can offer guidance and support as they navigate their current roles and responsibilities. It enables personalized learning and growth opportunities while promoting collaborative relationships.
7. Implement Training From Onboarding
Start strong by integrating a culture of continuous learning into your company from day one. Our onboarding training ensures new hires have everything they need to thrive in their new workplace. You have the option to create customized training based on the unique objectives of each learner.
8. Take An Inclusive Approach To Employee Training
Training for employees should be made available to all members of the organization. Providing a wide range of learning styles is essential to ensure inclusivity for all employees. For instance:
1. Visual learners find it helpful when information is presented in visual formats such as charts, graphs, diagrams, and videos. Visual aids like slideshows and infographics could be beneficial for them.
2. People who are auditory learners tend to prefer listening and verbal communication. An auditory training program might involve various methods such as discussions, lectures, podcasts, and other auditory techniques.
3. Hands-on experiences, role-playing, and interactive exercises are compelling for kinesthetic or tactile learners.
4. Written information is highly beneficial for individuals who prefer reading and writing. They excel at following instructions, consulting manuals, and jotting down notes.
5. Group settings are ideal for social learners who thrive on collaborative learning. They find great satisfaction in group discussions, working on team projects, and interacting with their peers.
9. Create A Learning Culture
According to psychologist Dr. Carol Dweck, attitudes toward learning can be influenced by two mindsets: a growth mindset and a fixed mindset. The growth mindset is that individuals can enhance their abilities and intelligence through dedication and hard work. On the other hand, the fixed mindset believes that a person’s abilities are unchangeable.
10. Implement Regular Feedback
Regular feedback loops are established between employees, managers, and trainers to ensure effective communication:
1. Trainers can offer advice and recommendations to employees.
2. Managers can get feedback on the progress of their team members.
3. Employees can give feedback on how they’re finding the training content or delivery.
It is important to foster open communication and establish a safe environment for feedback in order to effectively meet the needs of everyone involved in your training program. You can gather these valuable insights by conducting individual interviews, surveys, or using feedback forms.
11. Recognize Your Employees For Their Training Progress
Having motivation is crucial for maintaining a consistent training environment. Based on a survey conducted by Employee training programs, it has been found that employee recognition plays a significant role in the workplace.
1. Most employees, around 81.9%, believe that receiving recognition for their contributions positively impacts their engagement.
2. Employees believe recognition plays a significant role in their motivation to succeed.
3. Most employees believe that increased recognition would significantly boost their productivity.
Employee training programs simplifies tracking training progress by incorporating public praise, rewards, and work-related challenges. Recognizing employees’ accomplishments and growth motivates them to keep learning and shows that their professional development is highly regarded within the company.