10 Reasons Why You Should Revamp Your Employee Training Program

Robert Cordray

Current research shows that spending on employee training is rising at a rapid rate. In 2011, spending increased by 10 percent. Then, 2012 saw a rise of 12 percent, and 2013 man writes to-do listexperienced an increase of 15 percent. With growth like this, businesses need to make sure their investment in training is making a difference.

Businesses spend big money comparing CRM systems and using them as solutions. And don’t get me wrong, this make sense since you want a good relationship with your customers. Meanwhile, most corporate training programs are actually falling short. Companies are not investing in their employee relationships.

Whether it’s failing to develop employee skills and knowledge or provide meaningful learning experiences, most companies need to reevaluate and revamp their employee training programs. To help you determine if you need to take some time to revamp your employee training, here are some guidelines.

1. Training objective are lacking or misaligned

One of the greatest shortcomings of many employee training programs is that the lack of training objectives or misalignment of goals with the current business strategy.

Take some time to evaluate the “curriculum” you are using for training. Is it clear what employees are expected to learn from the training? Do those expectations fall in line with a current goal in the business? Are you incorporating different effective types of training?

2. Training doesn’t involve real-world application

The goal of training is to empower employees to apply their newly gained knowledge to situations in the real world. Many training programs do not include an application portion that allows individuals to practice what they’ve just learned.

Again, take some time to evaluate your training session to see if there is a segment during which trainees have the opportunity to practice what they’ve learned. If not, there is a simple fix. Add a section to the training that involves role playing using the new skills from training.

3. Training efficacy is not measured

Valid measurements of the value added by training provide some of the most insightful information you can get. If your training program does not include accurate measurement course effectiveness, that’s a major issue for everyone.

Figure out how you can accurately measure training efficacy, whether it’s a brief assessment at the end, an evaluation following the training and implementation, or otherwise. The emergence of cloud computing and Big Data has made previously expensive tools now affordable. As a result, you can track everything, including the effectiveness of your training process.

4. Training is boring

If your training program is boring, revamp it. The more engaging the training; the more effective it will be.

Evaluate your employee training, and determine how you can make it more exciting to your employees. Again, try to incorporate application periods, up-to-date technology, and other engaging elements.

5. Training doesn’t use technology

Many companies tend to resist new technology. However, using technology updates in your training program can make the experience more effective, interesting, and engaging. It also helps you stay abreast of the market you are in.

Look for training options that are offered online, or even through mobile devices, to engage employees more and utilize current technology.

6. Training is expensive

If you’re spending a hefty sum, your training is most likely outdated. Various types of training are available today that are low-cost and time-efficient. You shouldn’t have to hire separate instructors, secure an off-site location, or spend time away from work just to complete training.

Look for online training systems that make training simpler and cheaper.

7. Training doesn’t incorporate critical thinking

One of the most important skills in the workforce today is critical thinking. And you can’t develop it if  employees only watch videos or look through a manual.

Look for training options that incorporate new technology, problem-solving situations, and other components to actively engage employees in critical thinking.

8. Training does not involve subsequent data collection

The primary goal of training is to encourage employees to develop skills that improve your business.

Include data collection in the form of assessments or evaluations in the months or weeks following a training session. And look for opportunities to include future data collection so you can improve your workforce and business.

9. Training does not require teamwork

Another key skill in today’s world of work is teamwork. If your training is entirely independent and does not include in teambuilding segments, it’s outdated.

Find ways you can incorporate teamwork activities into your training experience.

10. Training is not customer-focused

Training should focus on improving your customer’s experience with your business. Incorporate learning activities that help you employees focus on resolving customer conflicts and issues.

Employee training is a huge investment. However, it’s a waste of time, money, and effort if it’s ineffective. Take the time to evaluate your training program and determine what aspects you need to revamp.

For more information about employee training, see Why Companies Should Invest in Revamping Corporate Learning.