Businesses spend millions of dollars on training and development alone. But, sad to say, a lot of that training ends up as futile effort. This article aims to provide a set of rules that are applicable in employee training. Though most of what is outlined here are sales and marketing based, it also applies to training in any kind of industry.
Here are some of those guidelines:
Instead of providing training to change an employee’s personality, focus instead on skills that are applicable to their job.
If you are given the task of training, say for example, a content manager who will also handle customer service, and the person is an introvert, don’t try to change his/her personality. Instead of turning him/her into an extrovert, it would be better if you would rather teach him/her basic soft and people skills and how to communicate in a way that the customer will understand.
Be practical and only provide your employees training that will lead to tangible results.
For example, if your team consists of content managers and graphic artists, it would be a waste of time and money if you will include the artists in your digital marketing training. This is true especially if the scope is not related to creative work.
After providing skills-based training, follow-up on how the employees are using the skill and give coaching for areas that need improvement. Enforce the new skills until they become habits.
Any task with measurable results can be done easier. If you really want your staff to put the skills you trained them to do into their daily shifts, you must make sure that you are able to measure the results of the application.
Let us say, for instance, you’re providing training on some aspect of increasing engagement and “likes” for social media. You should measure the improvement in the insights and analytics of the social media channel the content managers are handling.
After doing the tips mentioned above, you should be able to see improvements in KRA/KPI metrics as they incorporate the new skills into their day-to-day transactions. If you don’t get the expected results, you need to re-evaluate your training process. Maybe you trained them the wrong way or you may not have been able to follow through to enforce the new skills.
The role of training is to make sure that you prevent failure. It helps protect your company from instances where the company may be sued for not providing the right training to its staff. If you don’t provide the appropriate training, costly catastrophes may happen and training mitigates that risk. That is one of the reasons why you should consider outsourcing training and development to the experts. Also, outsourcing will give you the opportunity to focus on running the business and have some extra savings on the side.