Features | March 09, 2021
Tips for Successful In-House Training Programs
While some companies choose to outsource much or all of their formal training by partnering with a professional development provider, others invest time and money in delivering such programs internally. If you plan to implement or enhance your in-house training program, consider this advice from industry experts.
Prepare your employees.
Before launching a training program, announce it formally and conduct a how-to session (in-person or virtual) that outlines it and shows the learning path you want them to take. Sharing key information and managing employee expectations are critical to getting their buy-in and being successful.
Emphasize personal value.
Employees might see training only as a professional requirement to benefit the company even though it delivers individual value, as well. “Make sure participants see what’s in it for them,” says Dorman Woodall, director of Skillsoft Learning (skillsoft.com), a Nashua, New Hampshire, firm that provides integrated e-learning solutions. He recommends clearly discussing why the training matters to the company and to their individual professional development.
Blend and use different types of learning tools.
Industry technology provider Mimeo launched a training program for its employees that mixes formal learning tools, including classroom workshops and study guides, with informal ones, such as threaded email discussions.
Appoint a coach to oversee the process.
Training is most successful when someone is tasked with managing it and meeting with participants regularly to review their progress and discuss any performance issues as the program continues. “Training should be a continuous process,” says Joe Rickard, president of Intellective Solutions (intellectives.com), a Tuxedo Park, New York-based sales training and consultancy that works with printing, manufacturing and technology firms.
Reinforce your training.
Post-training endeavors are critical to successful implementation of new programs and processes, so the learning doesn’t get lost amid employees’ regular work. “Always reinforce what your workers have adopted and embraced,” says Tom Stanfill, CEO of ASLAN Training & Development (aslantraining.com) in Marietta, Georgia. “If you’re going to invest time and money into training, you might as well make sure it works. Continuously support and motivate.”
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