Sure, training programs take valuable employees away from their normal work schedules, but the benefits are well worth the cost. A trained workforce results in increased productivity, the removal of weaknesses that interfere with work, and the adherence to quality standards.
Training improves employee satisfaction and retention. Workers feel valued because the company is willing to pour into them to improve their abilities and skill sets. If the workforce has continued opportunities for growth, they will be creative, thinking outside the box for solutions to common problems.
However, if your employee training program causes confusion or lacks proper instructions, it can be an expensive misuse of employee time. It’s also a lost opportunity for success. Read on to discover how to create better instructions for your employee training program.
Utilize Technology
Gone are the days of paper instructions or static PDFs for use in training programs. Technology has enhanced your ability to develop fully interactive, easily comprehensible training program instructions. From screen captures to videos to work instruction software, your options are endless.
Learning management system software, for instance, helps trainers manage and organize the training materials. You are able to order the lessons, set difficulty levels, and even automate some areas. LMS software is helpful for companies who don’t just value employee learning, but also respect the trainer’s time. Employees are then able to access the content at their leisure and follow lessons at their own speed.
In addition to self-paced educational options, you should also offer in-person learning opportunities and online instruction. Technology for online sessions with instructions has improved immensely, especially following the remote work period required by COVID restrictions. Check for tools that offer interaction with learners and the ability to discuss questions. You should be able to record the session for future use. Also, the tech should offer features such as screen sharing, hand raising, and whiteboard usage. Look into options like GoToMeeting and Zoom.
Other options for your students include live webinars or virtual classrooms. Technology has come a long way in recent years and webinars are proof of that. You can reach large audiences and use tools like live chat and screen sharing. You can even take live polls to gauge the understanding of the content and instructions. Virtual classrooms are similar to webinars, but may have in-class activities just like in an in-person setting.
Identify Your Needs
What kind of training will you be creating instructions for? You need to determine your department goals or those of the overall business. Figure out the necessary skills, behaviors, and abilities that are needed for success for the individuals involved.
Are you working to improve customer service? Are you focusing on team building? Perhaps it’s safety or quality training. Knowing will help lead you in the right direction toward building instructions for the necessary training.
You should also work toward establishing key performance indicators, which are measurements that determine a company’s long-term performance. This will help you uncover your intended audience, determine both long- and short-term goals, and the timeframe you should have in mind. You will need to be able to measure your success. Do employees see success in the same way you do? Their idea of success should be similar to your own.
When identifying your needs, you must consider the type of training program you want. The options vary immensely. For instance, you could hold in-house seminars, send employees to industry conferences, or have individuals complete online training. You could hold instructor-led group training in a classroom or a workshop. You may offer on-the-job training. Determining the type of training allows you to assess the type of instructions you’ll need to create.
Get (and Use) Feedback
An important part of creating better instructions for your employee training program is getting feedback from all individuals involved. This includes employees, supervisors, and managers. It’s best to gather feedback directly following the program’s completion, while it’s still fresh in the minds of the users.
You can direct employees to an online questionnaire or survey that they can complete anonymously. Ask about both the instructions and the program itself. If you require identification, employees may feel pressured to give good reviews for fear of retaliation. Or they may not respond at all. To get honest and complete opinions from your workers, allow anonymous feedback. According to a survey of over 800 American workers, 74% would be more likely to share feedback if it was anonymous.
Over the next month or quarter following your program, you should begin to evaluate your results. Go back to your KPIs and see if you’ve met the objectives you set up for the organization. For instance, you may see tangible changes in employee retention, productivity, or other metrics you’re monitoring.
Lastly, you should reevaluate your training program and the instructions you created. Figure out what worked and what didn’t. You may want to tweak some aspects of the program and continue it on a yearly basis as a refresher. Or maybe your objectives are different now, and you’d like to develop a different type of program altogether.
Invest in Your Employee Training Program
Implementing a training program for your employees is important. It not only benefits them as individuals and professionals but also enhances their ability to succeed within the organization. Their success, in turn, drives the overall success of the company. For them to be successful, your instructions must be clear.
No matter the size of your organization, an effective development program can bring substantial benefits. The training may be conducted online or in-person, tailored for individuals or groups, or designed to be self-paced or structured. Regardless, these opportunities can help your business stay ahead of the competition and foster innovation. Furthermore, they boost employee motivation and morale.
Investing in your employees’ growth is an investment in your company’s future. A well-trained workforce is a testament to your commitment to excellence. Beyond that, it is a beacon guiding your company toward sustained success and creativity.