In today's increasingly dynamic corporate environment, "What can we do to make training and development better?" "That's the question. It has never been so relevant.
As we face the rise of technology and a new generation of employees more actively seeking meaningful work experience and growth opportunities, companies must re-evaluate their approach to employee satisfaction, engagement, and talent acquisition.
Workers who are technologically literate, versatile, and creative problem-solving are in high demand. However, employers around the world are struggling to retain them.
In the past, generous benefits and compensation have been used to attract talent, but as businesses and employees recover from the effects of COVID-19, this approach may seem counterintuitive and may even be one-dimensional.
The report shows that the most meaningful way to build resilience in a talent crisis is through employee training and development. Not only is this an important factor in securing employees in the long term, but it is also part of the growing demand for candidates across multiple industries.
Instead of taking a one-size-fits-all approach, companies should look into individualized training content alternatives where training materials are tailored to each employee's needs and goals.
Personalized training courses provide employees with the opportunity to learn what is required at their level in the format that is most beneficial to them. Let them absorb and retain information better.
While implementing a personalized training program can be daunting, it becomes even more achievable when you want to foster a company culture that fosters learning at all levels within your company.
It's also important to remember that some of the most impactful learning opportunities can be achieved through day-to-day interactions between colleagues, managers, and employees, as well as interdepartmental communication, in addition to a formally developed employee training program.
Here are five steps on how to improve learning and development in the workplace:
Learn more about your employees by communicating with them.
Take advantage of on-the-job training to help your employees develop their skills.
Match the learning experience to the needs of your employees.
Provide regular and constructive feedback.
Assess your abilities.
In order to provide them with learning opportunities that best suit their needs, managers must first understand the needs and goals of their employees. Asking questions in a relaxed environment is a great way to do it because it allows employees to express their opinions and communicate openly.
This can be done by holding informal one-on-one meetings with each team member. Use this time to check in on their progress, the projects they're working on, the challenges they may be facing, what they like and dislike about their roles, and the skills (and even soft skills) they're interested in developing.
Some employees may be hesitant to speak up at first, so we recommend starting the conversation with a series of non-work-related questions to facilitate the conversation and encourage them to open up.
How are you doing outside of work?
What did you do this weekend?
What do you like to do during your breaks?
What are your personal goals?
Also remember to share some information about yourself during this exchange to level the playing field and give your employees a chance to see you and connect beyond your role as a manager.
You can slowly ask them more about their role in the company, their responsibilities, and the areas they wish to grow.
What do you think has been accomplished lately?
What motivates you to come to work every day?
What do you like most about your job?
What challenges did you face?
What resources do you need to succeed in your role?
Do you feel like you're progressing and learning new things in your current role?
Are there any projects, roles, or responsibilities in the company that interest you?
Is there anything new that you're interested in but haven't had a chance to explore yet?
Of the skills you already have, what skills would you like to develop?
Are you interested in developing any new skills?
Is there anything else you'd like to discuss with me that I haven't addressed yet?
During these meetings, listen carefully with the aim of understanding and reflecting on what employees are saying, rather than waiting for an opportunity to speak.
Asking the above questions can help you take actionable steps to give your employees the tools they need to succeed in their careers. It can also help them feel more engaged and create deeper connections within your team and organization.
Classroom-style training can build a strong foundation, but if it is not applied regularly, it can quickly lose its effectiveness. Instead, managers should create "learning moments" from their daily job responsibilities and encounters.
For example, let's say you have an employee who is good at research and data analysis, but is nervous about presenting their findings to large groups and key stakeholders. This can be used to create a "learning moment".
You can take the time to revise and review their slides with them, or create mock presentation sessions for them to complete their delivery. Not only will this allow them to practice and improve their confidence in a safe environment, but the next time they have to present to a larger group, they will be more prepared and relaxed.
On-the-job learning experiences enable employees to discover and utilize the tools they need to grow on their own terms, while receiving guidance from more experienced colleagues.
For managers, it can help them implement customized training and development for their employees and effectively address their areas of concern, rather than taking a generic approach that may not be relevant to all team members.
Originally developed in 1956, the Bloom Taxonomy is a learning model developed by Benjamin Bloom and a group of authors to classify educational goals. Today, it is also an indispensable tool for e-learning and workplace training.
The Bloom taxonomy is valuable for employee development because it allows trainers and mentors to identify the stages that employees must go through to learn something new. Make it easier for course developers to design more effective training programs.
The most effective ways to apply the Bloom Taxonomy in workplaces with different sectors and unique learning requirements are:
Identify four employee skill levels.
Define goals based on employee skill levels and knowledge gaps.
In doing so, the best ways to deliver content will be discovered.
One of the most common mistakes companies make in training programs is to assume that all employees have the same learning needs. However, many variables determine their preference and acceptance of training. These may include experience level, tenure length, work ethic, and career motivation.
Managers must also remember that today's workforce is made up of five generations, all of whom have different values, goals, and learning styles. Companies should ensure that these differences are recognized at every stage of the learning process.
It's also important to consider the role of technology and the level of expertise employees have when interacting with it. For example, your Gen Z and Millennial team members may have easy access to sophisticated e-learning platforms, while your older employees may need more guidance.
Clear and constructive feedback is essential in the training and development of employees. All managers should have strategies in place to ensure that feedback is communicated effectively.
In the meantime, please offer constructive criticism. Aim to provide advice and solutions, rather than simply highlighting weak points. Wherever applicable, incorporate data and specific numbers into your feedback strategy. This helps employees accurately measure their performance, highlight specific strengths, and identify areas for improvement.
While providing one-on-one feedback as a superior is a proven approach, many organizations have begun to explore a more holistic approach. This often involves gathering feedback from a mixed group of colleagues and managers to provide more comprehensive feedback.
For example, the 360-degree feedback model is a method of collecting feedback from the subject's managers, colleagues, subordinates, and customers. The subject's self-assessment completes the process.
The 360-degree feedback model is primarily used as a development tool to provide information about the subject's work capacity, behavior, and working relationships. It has the advantage of being able to provide more comprehensive feedback, reducing the likelihood of discrimination and prejudice, as well as the ability to identify procedural issues that hinder employee development due to its widespread use.
At this stage of training and development, the goal should be to empower your team to reflect on their own behavior and encourage employees to grow personally. Be patient, take the time to address their successes and shortcomings, and don't make judgments.
You can also ensure that employees develop their newly learned skills by working with them to create an action plan to track their performance and chart their growth at a comfortable pace. Having clear training goals is always welcome.
Thinking about how to improve employee training sessions can be complex and time-consuming, especially in large teams. Handle it carefully and gradually, to avoid overburdening yourself and your employees.
Before implementing, consider your ability to deliver a training program. How much do you want to be involved based on your own responsibilities? How much support are you able to provide? Do you want to handle training in-house and distribute it to senior leadership and management, or would you prefer to outsource workplace training?
Setting realistic expectations is just as important to the success of your training program, so it's important to assess your ability to deliver before making a decision.
Using a prioritization framework like the Eisenhower Matrix can effectively help you differentiate and prioritize tasks based on importance and urgency.
Just as employee growth comes with time and continuous learning, the implementation process must be refined over time to stand out. For leaders who take the time to train and develop and create a culture of learning and open communication, they will not only see their employees improve, but they will also be more successful in attracting and retaining them.