“My frustration with attending workshops is that I’m sure I could say what the presenter says in half the time,” complained an employee who recently attended a training conference. While statistics indicate that firms that take time to train their employees reap dividends in increased morale and productivity, there is a lot you can do to make sure that employee training is effective. 

Some specialists estimate that half of all training covers familiar territory and a third is irrelevant.  How can you assure that training time is time well spent? 

1. Tell your employees what they’re supposed to learn from the course.  Make sure an employee understands why new training is relevant so there will be incentive to pay attention.   Ask for an evaluation after training is complete to see if the course accomplished what it was supposed to.
2. Provide time and equipment so employees can test their new knowledge immediately.   Little is accomplished if you send an employee to a seminar on using new software when the software isn’t even installed on your system yet.
3. Understand that different people respond to different types of learning opportunities.  One employee may get what he needs from a video.  Another will benefit more from hands-on experience.
4. When possible, let the employee organize his or her own training.  This may help eliminate the employee’s viewing the course as an imposition instead of an opportunity.
5. In a time when interactive learning is all the rage, remember that the “best interactive learning is doing the job with people who know how to do it.”
6. Make sure training isn’t too impersonal.  A video or software package may get the message across, but can’t give someone a needed pat on the back.

Be sure to take advantage of training opportunities Professional Employer Organizations (PEO) offer as part of service to you.  We’re always grateful for suggestions on relevant training topics.