July 12, 2015
All too often, businesses spend more money than is needed and compromise valuable employees to train up and coming professionals in the field. Why not maximize the time spent on the job, and train with every new business experience? You have to be sure that your methods are well maintained and well managed, though, or your employees could be undertrained and toxic to your company’s well being. Here are a few tips to make sure that that doesn’t happen in your training programs.
Utilize variety and repetition
Due to the recent advances in technology, there are an endless supply of training and media methods available for little to no cost. Feel free to mix it up, and use as many different educational platforms as you are comfortable with. For example, if you’re teaching mechanics how to assemble an engine, you might let them watch a video on how to do it. Then you could follow that up with reading the manual. You might wrap up the session by allowing the new mechanics to work on assembling an engine under your supervision. This way you are teaching on several different plains: auditory, visual, and tactile.
Don’t be afraid to repeat yourself. Matter of fact, please DO repeat yourself as much as possible. Studies have shown that the average pupil will need to hear a piece of information up to seven times for it to stick in their mind. Repeat the information on all different platforms, and whenever you have a free chance to plug some knowledge into the minds of your trainees.
Define learning objectives
Clearly defining some learning objectives for your training will help define expectations. Set up quizzes and tests along the way to make sure that sufficient progress is being made in the mind of your trainees. You will want to make a clear effort to address a set of necessary skills to perform the tasks at hand, the knowledge it will take to efficiently perform those skills, and how to maintain a positive attitude throughout the process. Also, remember to put the employees in the position to control their own learning process as often as you possibly can. It helps them to retain the knowledge when they experience it hands on.
Evaluate your training effectiveness
It would be far too easy if the training stopped when the curriculum was complete, but you can’t stop there. You can’t just train people and throw them into the field with no supervision and no way to evaluate their effectiveness in their position. You need to set up checkpoints. When training is completed, set various times for the employee’s knowledge to be tested. Follow up with them until you are certain that they can handle anything their particular position throws their way. This will help you to maintain a well rounded, well trained staff.