In our last post, we discussed the value of implementing
workplace training initiatives.
Today, we focus on how to implement a successful training
and development program in your organization. The tips we offer focus on
implementing learning initiatives that deliver positive outcomes, and boost employee
engagement.
Here
are 4 tips to consider:
1. Managers
and executives need to play a key role
Leaders and managers should encourage
employees to seek training and to continually develop their skills. By taking
part in training programs, managers can lead by example. Managers can also take
the initiative to start training programs to introduce new initiatives that
promote learning, collaboration, and development.
There are many approaches out there that
involve leaders and managers in the learning process. Training firms like CoachingOurselves offer
training and development programs designed specifically for managers and
leaders. What better place to start than with leadership?
2. Implement
learning initiatives and activities in phases by establishing an environment
conducive to continuous learning
Workplace training and development
programs can often seem overwhelming to employees if presented all at once.
“Bursts” of learning have the potential to fall by the wayside and lose
momentum quickly.
One way to ensure that your training and
development programs maintain momentum is to implement learning activities in
phases. Introducing one activity at a time can give your employees a chance to
try aspects of the program and give feedback for improvement before full
implementation. This also saves you time and money as issues that may
discourage employee involvement can be resolved quickly and give your employees
a sense of ownership in the development of the program.
3. Understand
your audience
It is critical that you understand the
learning needs of your people before you develop or implement any learning
materials. Conducting some research into the learning needs of staff members is
a good place to start! You can survey staff, conduct interviews, or have employees
complete self assessments to identify where they would like to improve. Perhaps
your team needs some support in communication skills, time management, or
decision-making? Once you understand this, you can start to
develop learning materials that are tailored to the specific needs of your
employees.
4. Make
workplace learning flexible and convenient
Creating a flexible learning program
that recognizes and accommodates the unique needs of your staff is one way to
promote employee engagement. Perhaps the
varied schedules of your staff prevent them from attending existing
professional development sessions? Offering access to on-site, off-site, or
online training is one way to meet the diverse needs of employees. Also, offering differentiated training options
that appeal to various types of learners (i.e. visual, auditory, or kinesthetic
learners) can boost employee engagement and ensure lasting results.
It is also important to remember that not all workplace learning
needs to be formal. Encourage reflection, collaboration, knowledge building,
and resource sharing. Learning and development opportunities come in many
shapes and sizes!
Implementing successful training and development programs
in the workplace can be challenging; however, identifying the needs of your
staff, creating an environment that is conducive to learning, and creating flexible
and convenient learning opportunities are all ways to boost employee engagement
and make positive change happen!
The Learning Nut would love to hear about your tips for implementing successful training and development! Comment here or find us on twitter @FocusFit2007
Guest contributors for this post: Jenny Papadakis and Lisel Douglas.
Works Cited
Hughes, P. D., Stuckey, J., The Conference Board of Canada. (2011). Investing in Skills:
Effective Work-Related Learning in SMEs. Retrieved fromhttp://www.workplaceskills.ca/_uploads/media/4nvbw3ps0.pdf
