Written by Kelly Koermer
Employers have redefined organizational development. What was once perceived as a supplemental employee benefit has evolved into a proven strategy necessary for employee retention and business continuity. It is imperative that organizations provide employees with quality, relevant training that will provide value to both the organization and the employee. Effectively training staff involves a nuanced approach akin to change management. To elicit buy-in and minimize aversion, employers must convey individual and organizational benefits to employees.
To ensure a strong return on investment, more than ever, organizations are turning to third parties to source customized, competency-based training and development programs to address specific needs and growth objectives. Local institutions of higher education and for-profit vendors will provide these services. In exploring the right partner, be sure that it is willing to customize training and is not simply serving an off-the-shelf product as a solution for your organization’s unique needs.
Implementing an effective custom training program begins with a needs assessment identifying areas where upskilling would be most beneficial. These needs are shaped by how an organization defines success. Based on the findings, clear and quantifiable objectives should be set to pave the path toward measuring effectiveness.
The methods and formats used across an organization will depend on which are most suitable for its staff. Some employees may benefit from classroom-style training, while others prefer a hybrid e-learning and workshop model. Incorporating elements such as case studies, role-plays, and group projects across these platforms encourages interactive learning. A training program is most effective when participants are given the opportunity to apply their unique skills in a real or simulated work environment. The priority is for the content to be as interactive as possible.
To maximize employee engagement, look for training providers whose trainers are industry practitioners with strong communication skills they can use to bridge the gap between theory and practice with a demonstration of their real-world knowledge and practical insights. The greater the applicability of the training, the greater likelihood of the enhanced skills being implemented far beyond the last day of the program. As such, it is essential to offer ongoing support and resources to fortify learning objectives, such as reference materials, mentoring, and professional coaching. Doing so aids in mitigating the post-training amnesia phenomenon whereby participants revert to their pre-training habits due to a lack of reinforcement.
Equally important is evaluating the training and the results produced by program managers and participants, as benchmarked by the established measurable objectives. This continual feedback loop ensures that training offered keeps pace with industry needs, changing job requirements, and maintains relevancy.
Paramount to any development initiative is being mindful that training is a process – a culture of learning should be fostered within the business to optimize program outcomes. As a result, you can expect to enhance the capabilities and aptitude of your staff, which leads to greater retention, improved job performance, and overall organizational success.
