Statistics are inexorable: corporate training courses are not completed by even 30% of users.
Most often this is due to the format of the training content – the courses are far from games at https://tonybet.com/nz or infotainment videos. They are simply banal and boring: there is little practice, no interaction, the information is superficial, and the lecturers are talking heads on the screen. In this text, we will tell you how to diversify corporate training and make it so that your employees like it so much that they ask for more.
This method can be implemented in a variant of project-based learning. Give your employees a real-life problem and describe the situation in which it took place. Then break them into groups and ask them to find a solution.
An experienced colleague who has already solved similar problems can act as a teacher. This person can talk about what decision was made and give feedback on the students’ suggestions.
This method will help to identify gaps in knowledge and fill them, as well as keep the database for the team up to date. It is important that the tests help the employee – immediately give the right answer and explain it.
This method will help make an effective individualized course for each employee.
For example, you have an online course you found on SkillScouter, perhaps focusing on dealing with conflict situations. But a manager needs it to build healthy relationships in the team, and a support worker needs it to handle the objections of a dissatisfied client. So we make a general basis for the course, and the advanced content is adapted to the specific position.
A basic course on company processes will help new employees get on board more effectively.
In this case, don’t neglect interactivity. Test your knowledge with a quiz or a dialog simulator that will help you understand how to act in certain work situations and immediately point out mistakes.
Over time, employees will have requests for professional development. By creating your own knowledge base, you can increase their loyalty and provide on-the-job training.
A knowledgeable employee performs better with customers and improves performance, which is good for your business. Studies show that spending 10% more on corporate training increases productivity by 8.5%, but investing the same amount to improve production capacity increases productivity by only 3.8%.
Conducting training improves team relations and makes the team more cohesive. Loyal employees work more efficiently, interact more effectively with customers and are interested in continuous business growth.
Some companies list corporate employee training in job postings as an added bonus. Many job seekers with no experience find it necessary to receive training from the company.
The need for continuous professional development is obvious, but there are difficulties with its implementation. Education is an investment in the future, but resources must be allocated now. Sometimes ongoing, routine work has a higher priority than corporate employee training. Companies face many other difficulties.
A common fear is that an employee may leave for a competitor after advanced training, and the investment will not pay off. In some cases, if the employer pays for the employee’s education, the employee in return agrees to work a certain amount of time, otherwise he must reimburse the cost of training. To protect the rights of the employer, it is advisable to conclude an agreement with the employee, which will reflect all the issues.
The person must be motivated to study. The incentive can be a possible career growth, increase in income, and facilitation of current work. Training for the sake of training will never attract your employees.
In the company, there should be a balance between learning new methods of work and their implementation. If the employees constantly improve in the training, but they do not have time to apply the skills, the expediency of education is doubtful. It is also harmful to refuse training. Without using advanced knowledge, the company may lose out in the competition.
Realizing these risks, business owners prefer to invest in their own education. This has its benefits: the more qualified the manager is, the more competent he will be able to build work processes, select the right team and boost sales. Also, the owner is unlikely to leave his company for a position with a competitor.