Getting the Most out of Training

Posted by: Rod Kurtz on January 31, 2008

To get the most out of a training program, make sure your employees understand ahead of time your reasons for implementing it. Help them understand what problems it will solve and how they will benefit. Be clear about expectations. Focus on the behavioral changes or improvements you are looking for.

You also need to make it interesting. Hire a competent trainer or, if you do it yourself, find ways to engage your employees’ attention—such as including videotapes or role-playing. After the training is finished, be sure to measure the results. Training without follow-up is ineffective. Keep repeating your message and show appreciation to employees who keep trying to meet the expectations.

Ken Yancey
Chief Executive Officer
SCORE
Washington, D.C.

Reader Comments

Peter Kusterer

January 31, 2008 6:00 PM

Having employees become part of the process to determine what training is needed can ensure they feel a mutual interest in the outcome, and achieve more willing participation. We encourage managers to think in terms of “Be a magnet, not a mandate” when it comes to change. Often employees feel that management has forced new methods (often a byproduct of the training) upon them without first understanding the struggles they face day to day. Take the time to introduce the concept long before implementing the actual training. Using a ‘train the trainer’ concept can help bring it down to peer levels within the company vs. just outside contractors. It can have a longer lasting effect, too.

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