As someone who is in the business of training and development, when I hear people describe training as a waste of time or boring I feel like yelling with frustration.

I understand lots of people can feel uninspired by the prospect of sitting in a meeting room to learn or perfect a skill that has no relation to their interests or day-to-day job. I too have attended a few workshops that had me day dreaming of being somewhere else. But when executed correctly training has the potential to motivate employees, enhance a persons career prospects, and drive the success of the business. How can that be described as a waste of time?!

As a leader, you want training that creates change

There are a few ways to ensure the investment you make into training is effective, motivational, and valuable. And as a leader in your business, it is important you know these three simple pieces of advice before investing time and money.

3 ways to deliver effective training to your employees

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1. Tailor the training to the specific needs and aspirations of your employee, as well as their specific role

Too many training initiatives rest on the assumption that one size fits all.  To create impact training must consider individual aspirations, team roles, business strategy, organisational culture, and CEO mandate. Training needs to have a purpose, and the individual must benefit as well as the company.

There are many additional skills that we’d all like to gain, which have perhaps been identified during appraisals. While some courses will be mandatory, employees need to feel that as they grow into their roles and start to achieve targets, their training is linked to their overall career plan.

It is the employee who places the value on the activity. So make sure it’s personal.

2. Execute training that utilises different interactive formats

Once you are clear on the training content (as per point 1), you then have to think about formats. In today's connected world there are many alternatives available, including gamification, e-learning, experiential, flipped learning, etc. Traditional lecture based learning is effective, but modern techniques woven into the course will engage the learner and aid them in retaining the information.    

3. Implementation and use of learned skills

Workers need to see the benefits of how a training programme is going to help them in their jobs, so after training, you need to give an opportunity for your employee to use their newly acquired skill.

How you do this depends on what type of training has taken place. For example, if they have learnt a new skill, then the employee should now have a new KPI that requires the use of that skill. Or if they have attended motivational or behavioural training, then you need to place the employee in situations where they can use and continue to hone their new attitude, for example networking events or people management.

Training doesn’t end in the classroom.

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Training is incredibly beneficial, from a personal and professional perspective. By ensuring, as a leader in your business, you are providing an opportunity for growth in the right way; you will see your business flourish and transform your employees into more engaged and loyal workers.

Arc Skills offers certified training for individuals, businesses, schools, and trades. Please contact us to learn more: info@arsckillsforwork.com