Organizations invest millions of rupees throughout the year on employee training and development. However, many times the training sessions turn out to be completely a wasted effort. This is because of lack of employee training skills in leaders and managers which make the difference. We dig into a lot of research to help our training leaders understand how they can bring out a change by initiating the right training and development process.
Enlisted are the golden rules to success.
- Impart employee skills not traits
Most of them do that! Instead of attempting to transform the entire identity and personality of the individual, emphasize on training skills to employees which are fruitful for their future in the organization. For instance, you had hired a field engineer for customer queries, do not attempt to persuade him or her to be more outgoing. Rather, train the individual how he or she can actively learn to listen and use a terminology that the consumers would want to listen.
- Train only the relevant skill
Only train skills to employees which are relevant to their jobs and not something entirely different for them to grasp. This will lead to more mistakes on their end. Utilize their strengths as this is something they have experience or talent in.
- Support the existing skill
At the time of employee training, provide a bunch of skill options to the employee so that he is free to choose the one he is comfortable adapting or exploring o showcasing. In such a scenario you will be able to judge whether the employee is able to implement the chosen skill and how far can he go in the same.
He may have for instance, an existing skill. Support it instead of changing it. Train the employee to master that skill and evaluate how well he performs on the same.
Realize that there are better terms in business than ‘What is measured ultimately gets done.’ Hence, if you truly want your employees to adapt a skill and integrate it into their daily activities and performance, it is wise to evaluate the results.
- Make a constant check in progress
If you are doing all the above listed tips, you must be able to idealize the metrics and improve the skills as and when required. If you do not see the anticipated improvement, understand something is not going in the right direction. Also, understand the value of imparting the right training skill to the right candidate.
Make employee training a process of personal development, only then you can expect a global change in the results.