7 tips to make trainings work

Regular trainings are important for continuous employee development and improved productivity. More so, in these troubled times of recession. What can you do to make your trainings work for the organisation?

With recession impacting almost all the organisations, there is a focus on improving the effectiveness of the employees resulting in lower costs and higher productivity. When it comes to improving performance, nothing works like proper training. However, we have all known cases where trainings have failed to make the impact that they were expected to make. For a training to work, it is necessary to plan it properly and implement it well. Here are some tips that will help you plan and implement trainings in your organization in a better manner.

Assess needs carefully: Plan your trainings based on a careful needs analysis. Try to assess the kind of skills that the organisation will need for successful completion of its projects and see where the employees stand in terms of skills. Then, understand what kind of trainings the employees think will be required to take them to the required level.

Clearly define objectives: After analysing the needs carefully, design the objectives of the training. The objectives should try to take into consideration all the points derived from the needs analysis. They should define the starting point and the end objective of the training and everything in between. This helps in ensuring that the training in targeted and never loses focus.

Create context and set expectations: Inform the employees in advance about the training and why the company thinks it is important for them. Tell them the expected outcome of the trainings and what kind of performance improvement would be expected out of them after the training. Ensure that you let the employees know that the training is their own responsibility and the knowledge addition will help them in their career growth.

Provide pre-training material and be ready with post-training material: The pre-training material can act as a refresher on the current skills for the employees. It can also be used to transfer new knowledge so that the trainees know what to expect and be prepared with their queries and doubts. Moreover, you can also use pre-training questionnaires to gauge the current situation and plan the training accordingly. Also, create post-training reading material so that the trainees can refer to them, when required.

Assess the trainees and give feedback: Assess the trainees to know how effective the training has been. The assessment method could range from play-acting, multiple choice answers to case studies. Based on the assessment, give feedback to the trainees about improvement and focus areas. The assessment results would provide useful insights towards what was good and what needs improvement.

Take feedback: Take feedback from the attendees about the positives and negatives of the training. This will help you understand what went well and what did not, and based on the feedback, you can look at making the next training better.

Assess real life training effectiveness: Enable and entrust the supervisors the responsibility to check the difference the training has made on the employee performance. Check if the training has brought about any changes in the work behaviour and productivity. This will help you understand the effectiveness of the trainings in real life and make improvements, if required.

Improved productivity and work quality is the key to handling the current situation. Ensure that the employees are properly trained to handle crisis and come out of it smiling through improved skill sets and higher quality of work.
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