Advice to Improve the Training and Development Process for Employees

Written by
Rebecca Smith

Published
May 20, 2019

May 20, 2019 • by Rebecca Smith

Employee training is a waste of time and money if it isn't done right. Most companies skip several crucial steps when designing training for employees. 

But you can create a training and development process that genuinely improves employee performance and positively impacts your bottom line.

Just follow these easy steps.

Identify Your Training Needs

Sometimes, your training and development strategy fails because you don't spend time identifying what training your employees need. It's not just about the skills they need to do the job. It's about the skills they need to do well.

For this, you'll need to do some research. Customer experience surveys will help you identify where your employees might be failing your customers. But don't forget to survey your employees at all levels to see what their pain points are.

Are they getting enough support from management? Other departments? If not, those employees may also need more training.

Take your time and get all the information before designing your training and development process. This crucial first step will help you improve your employees' knowledge, skills and even attitudes for better overall performance. 

Develop Your Training Program

A good training and development strategy requires specialized training for each job description. Your marketing managers' and sales managers' jobs may overlap. But that doesn't mean they need the same training. Human resources training and development will be very different from both of those.

And don't forget about safety training. OSHA training is important no matter what type of job you have. 

And keep it interesting. If people can't pay attention, they're not going to learn much. An effective and engaging teacher is the biggest single factor in helping people learn.

Deliver Your Training Program

Now that you've got your training program, it's time to launch. There are many methods of training. Some of the most popular are:

  • One-on-one
  • On-the-job
  • Group training
  • Seminars
  • Workshops
  • Online training

Pick the one that's most appropriate for what you're training. And break it up into small, digestible chunks. Marathon training sessions have a tendency to push out too much information to learn at once. 

And spend time finding the right trainer. Knowledge isn't enough. The training should be done by someone who is passionate about the subject, who knows how to motivate people to want to learn.

A good sense of humor doesn't hurt either. They should be dynamic enough to catch the audience's attention and hold it.

And don't forget solid audio-visual elements to enhance the presentation.

There are also professional employee training agencies you can outsource to. They're experts, and while it may seem expensive, quality training will pay off in the end.

Training vs. Development 

Both your employees' training and development are important.

Training is the lesson process itself. It is job-oriented and intended to improve the job performance of the employee.

Development is a process that helps your employees continue building on the skills they learned. It's career-oriented and prepares employees for future challenges.

Examples of types of development are:

  • Coaching and mentoring
  • Job-rotation
  • Role-playing
  • Case studies
  • Attending conferences
  • Special projects

It can be a part of your overall training program or something you encourage employees to take advantage of for themselves through incentives. 

Evaluate Your Training and Development Process

You can use many of the same techniques you used to develop your employee training program to evaluate it. Instructors will learn where they can improve through employee feedback. You'll learn whether employee performance has improved. 

You can make adjustments to future training sessions as needed.

Get More Advice and Resources

Customer demands, employee productivity and morale, a reduction in employee turnover and an increasingly competitive workforce that drives economic performance are just a handful of reasons your training and development process has to stay on point.

But you know that alone won't drive business. For even more relevant, data-driven digital news delivered straight to your inbox, subscribe to our newsletter.