Training is an essential element for organizational success. By developing your leaders ‘and employees’ knowledge and skill set, you enhance the retention, engagement, and productivity of your workforce. For most organizations, the uppermost priority when it comes to executing training resources is increasing the effectiveness of workplace training programs. This is not at all surprising because both executives and learners benefit from training that’s developed to save time and money while delivering all its learning assurances.
The most common challenges of executing learning solutions can seriously hamper your training return on investment (ROI). But the good news is that they aren’t all that difficult to portray. Here’s a quick guide to solving some of the biggest workplace challenges when it comes to learning and development :
Hectic Employee Schedules
When work, family life, and several other demands are draining employees’ energy, there’s a possibility that training just adds to their stress. Worse still, interfering with employees’ personal time with training sessions is a surefire way to make them resist and even object training.
Some solutions for this are
- Avoid in person training on weekends or after working hours, and restrict travel requirements for training.
- Try using a microlearning approach and deliver useful and significant content in small chunks. Short videos, checklists and illustrations are simple microlearning styles that make training easier to consume.
- Communicate several concepts at once with clear sketches. They’re a worthwhile time-saver for learners, as well as a welcome change from reading text in emails, reports, and newsletters.
- Prioritize short, forthright assessments wherever possible. This provides employees with quick chances for feedback on their learning progress.
- Develop your training for mobile. Mobile features allow learners to access training materials anywhere, any time, which makes training so much more convenient.
Rise in Remote Work
A consistent rise in remote work and a scattered workforce has led to new challenges in executing learning solutions. With a dispersed workforce, training can be very difficult. Misunderstandings and cultural differences may lead to unstable training.
- Use social tools to bind your dispersed team. Webinars, and video conference and online forums are convenient and easy tools to encourage trust and empathy between team members. These can be used as a safe space to voice questions and concerns, or share experiences.
- Clarify your training goals c from the beginning. All team members should be aware what is expected of them during training, and how their learning achievements will benefit them in their jobs.
Different Learning Habits
If you’re training learners, it’s essential that you consider their preferences and habits in order to prevent further training issues. The current workforce includes different generations, who have a radically different relationship with technology. So, your training will be less effective if all employees are assumed to be equally well informed or to have the same learning habits and same knowledge levels.
- Provide a thorough needs analysis that focuses on identifying the learning preferences of your audience. Use the results to inform your training design.
- Choose a simple software which is good for all learners, not only those who struggle with technology. For example, pausing a video or downloading an assignment should always be direct and easy.
- Create communication channels. Use tools like discussion forums to make it easy for all learners to ask questions and receive both content and technical advise.
- Different content types, like video, written notes, and graphics should be incorporated to provide for different learning preferences.
It’s not enough to pursue the latest trends and hope for the best. Listening to your employees, what they want from their jobs and what they hope to get from training, meeting the challenges of executing learning solutions, is the way forward for corporate training success.