There is no one-size-fits-all when it comes to training. We share the ultimate guide on how to create employee training programs that work, especially when it comes to boosting retention and enhancing your team’s skills.
As rough as it may sound, 82.39% of employees say a lack of progression influences their decision to leave their jobs. By progression, they mean comfortable conditions, up-to-date tools, smart workflow automation, optimal communication channels, and, naturally, constant professional development including employee training.
So after these pandemic-filled times, when finding and hiring a good employee takes so much effort, you really cannot afford to lose a top recruit. That means you should have a solid employee retention strategy in place, a robust employee training program, and the latest training software if you’re going to succeed.
Create Flexible Mobile Training Programs
Be flexible when it comes to training at work.
Times have changed and lengthy spreadsheets, PDFs, or even in-person presentations are not good enough: younger audiences just don’t have time and patience for it. They need the information to be fed to them in familiar, visual, bite-sized, easy to digest mobile-friendly form. Mobile apps and software like Connecteam are the new standard for employee training.
With direct access to training materials on their own personal devices, employees are able to learn more at their own pace.
Not to mention, digital employee training programs, especially the Connecteam app:
- Save you time and money as no employee needs to be scheduled to a training session at different times and dates whenever new material is available.
- Guarantee training consistency across the entire organization so you know each employee received the same information and training at work.
- Train multiple locations at various times without any additional cost.
- Digitally track and assess training completion because sign up sheets are outdated training methods.
- Employees have direct access to information whenever they need so you can reduce uncertainty, misinformation, and error.
According to Brainscape, “the average American adult looks at their phone 100-200 times per day, and spends only 1-6 minutes at a time inside a particular app.” Therefore, it’s recommended that you stick to 1-6 minute training sessions as well.
Plus, digital training apps are searchable meaning that employees can refer back to the material later.
Connecteam: The Digital Solution To All Your Training Woes
Define Training Goals & Objectives
When creating a training program for employees, it’s very important to set up goals and objectives, ones that genuinely matter and go beyond the standard.
Be able to answer the following:
- How will you measure employee performance after training at work?
- How will employees go on to achive business goals after training at work?
- How will you ensure employees are trained enough to be prepared to take on managerial responsibilites?
- How will the training improve the retention rate?
- How will you keep training engaging?
- How often will training at work be required?
- What learning styles and methods work best per employee?
- What training at work do employees want that’s missing?
Make Your Employee Training Programs Data-Centric
Another great benefit of mobile training apps is the ability to collect a whole lot more data. Which you can then use to improve your employee training programs.
Knowing exactly who is using your mobile training products, when they are using them, and how much they are using them can help you continually optimize your delivery and communicate clear results to your upper management as needed. “Solid user analytics can also be easily aligned to other employee performance indicators to show strong correlations of mobile training participation with team member success”, emphasizes Brainscape.
But don’t just rely on the data you get from your analytics. Be proactive about getting employee feedback, and treating repeating issues in your optimization efforts.
Depending on your situation and the amount of continuous training required for your employees, consider looking for a solution in which your company app allows you to study each employee and personalize training sessions to their preferences and changing needs for more personal and valuable employee experience.
For training to be successful, the real focus should be on whether employees are performing better at their jobs, and attendance shouldn’t be used as a metric to shame employees into learning. At the end of the day, by making learning personalized and relevant, business leaders can foster employees that are better at their jobs and more engaged as a result.Shelley Osborne
Create Custom Employee Training Programs for Different Roles
Chances are, you have people in your company who don’t have all the knowledge and skills they need to have in order to drive your company forward.
As a manager, the easy thing to do, especially nowadays, is to fire them and find someone who already has the knowledge and skills their position requires. But on average, that means you’ll be paying a lot more money. Not to mention it lacks long-term vision.
According to FosterEDU, “The Society for Human Research Management estimates that the cost of directly replacing an employee can run as high as 50 to 60 percent of their annual salary, and total associated costs of turnover can rise to 90 to 200 percent.”
Therefore, the best financial move is to invest in your current employees and use the “internal hiring” strategy, since there is a proven 41% longer employee tenure at companies with high internal hiring compared to those with low internal hiring.
If you want to do it effectively, sit down with your managerial leaders and analyze what skills and knowledge every position in their departments requires in order to optimize performance.
- Ask them to review each employee’s performance. Guide them to pay attention to repetitive gaps across the department, but also to individual challenges.
- Turn to the employees themselves, conduct an employee survey, and ask for their feedback. Ask what’s missing to help them succeed in their current position, and what they think they’ll need in order to advance in the company.
Then, sit down with your managers, or get a professional consultant, and develop employee training programs that will close the knowledge and skills gap for each department.
Don’t wait for offboarding to get to the bottom of what works and doesn’t.
Incorporate MOOCs (Massive Open Online Courses) in Your Employee Training Programs
We’ve established that training at work makes more financial sense than hiring new teammates. That doesn’t mean it’s free – especially if you’re outsourcing your entire training program.
A great way to be cost-efficient is to turn to MOOCs. A MOOC is a massive open online course, which can be taught to many people at the same time, or at different times, without exorbitant costs or much work. The course materials can be consumed anytime, anywhere, so they’re perfect for employees’ desires for more flexibility.
After you analyze employee and business needs based on the guidelines we set above, go online, and start searching.
But there are other sources – very cost-effective sources – that specialize in training professional employees. Lynda.com, for example, is an online training program owned by the professional social network LinkedIn, which offers a wealth of practical training courses by industry experts in an abundance of topics.
Measure Training At Work Results
At the end of the day, if you aren’t measuring the results of your employee training programs then you’re walking around blindly.
If the employee training program didn’t meet the objective set, then you need to review and reevaluate the program so you can spot errors and correct them on the fly.
Additionally, you can ask your employees their thoughts as they have first-hand experience on what worked and what didn’t. For example, what skill/tool/task did you directly learn as a result of this training program?
Frequently Asked Questions On Employee Training Programs
Does The Younger Generation Value Training At Work?
Thinking that all modern employees are disloyal and fickle is a mistake. For example, millennials definitely have much more independanсe and courage than the baby boomer generation and are quicker to drop a workplace where they don’t see advancement opportunities, feel underestimated, or lack the tools and tech they need to perform at their maximum capacity. What’s common between all generations of employees though is that they expect and demand to get trained and grow professionally, otherwise morale and motivation drop.
What Does The Data Say About Employee Training Programs?
In fact, as many as 36% of Gen Z, 25% of Millennials, 20% of Gen X, and 21% of Baby Boomers view investment in employee training as a top factor when considering a new job, and 94 percent of all employees would stay with a company longer if offered an investment in training, according to the LinkedIn Global Talent Trends 2020 report.
Most employees rank professional development and training as “the most important workplace policy,” and the numbers prove that point: companies rated highly on employee training saw a 53% lower turnover (LinkedIn).
Save Big by Ensuring Your Employee Training Programs are Effective
When training at work fails, the cost for the company can average around $13,500 per employee (for companies with 1,000 employees and above). Don’t let that happen to you.
Follow the tips above, engage employees, get the results you need from your employee training programs, and grow your business. Your employees are your most valuable asset and a well-trained employee is guaranteed to perform better, make your customers happier, and help your business grow.
A Fully Mobile Training Program with Connecteam
Onboarding new employees, offering routine trainings, setting regulatory courses or simply providing professional skills is easy to do on Connecteam! Try it out for yourself.