Why training needs to be an ongoing process

  • Training is an ongoing process
Andrew Denny, Andrew Denny Consulting

The world is constantly changing, so it comes as no surprise that there is a constant need for training. What we learnt even five years ago may no longer be relevant. Technology and legislation have changed. We now have a multi-generational workforce and mix of preferred ways of working and learning. It’s no surprise that staff may be overwhelmed by all the new stuff they have to learn, and more importantly, remember. Therefore, the key to successful staff training is to see it as an ongoing process, not a single event.

Think of the way performance appraisals are changing. They used to be a one-off meeting each year. Now performance management is an ongoing process of support and appraisal. And think how the job of selling has changed over the last few years because of technology and the way customers now make purchasing decisions. Outdated sales tactics no longer work and different approaches are needed to gain the clients needed to survive in today’s competitive market.

 

Business owners, department heads and HR leaders need to take a strategic approach to training, so it’s no longer a one-off, tick-box event, but an on-going process of coaching, assessment and skill development. Training needs should be based on business/organisational need and aligned with identified business outcomes.

 

Here are a few things you can do to keep training front of mind: 

  1. Coach your people. Successful training means a change in behaviour. Coaching will help employees to use their new knowledge in their daily work and not go back to their old ways of doing things. Studies show that good training can increase effectiveness of the learning by around 30%. Training, combined with follow up and coaching, increases effectiveness by over 80%.
  2. Build on knowledge by encouraging social learning within the workplace, helping employees to embrace the learning and help others.
  3. Show employees how the learning links to the business needs and praise them for positive changes that are a direct result of training and changed behaviours.
  4. Follow-up by asking employees to review their learning and reinforce knowledge and skills through self-development activities.

 

Successful training is a continuing, ever-evolving process. If you empower your employees and create a culture where training is the norm and ongoing, you will build up the team, support staff and business growth and develop skills.

 

 

andrewdennyconulting.co.uk/lead-programme 

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