Developing Automotive Training Lessons That Stick

StickyTrainingHow much money did your organization invest last year in training and development that failed to provide the results you sought?  You are not alone if employee training classes rarely resulted in the transfer of immediately useful information to your workplace.

Real employee behavioral change, based on the training content, is even harder to demonstrate in most organizations.  Discouraging?  You bet.  So what’s an organization to do to ensure employee training transfer to the workplace?

You can create training and development support processes that will ensure that the employee training you deploy actually works.  Here a few tips for planning your next training opportunity:

Focus on Specific Needs and Skills

Do thorough analysis to determine the real needs and skills desired for employee training and development.  Make sure the opportunity you are pursuing or the problem you are solving is in line with the goals of your organization.  If your team is failing to meet the mark, determine whether you have provided the time and tools needed to perform the job.  Do your employees clearly understand what is expected from them on the job?  If not, clearly define them and make them part of the curriculum.  Ask yourself whether the employee has the temperament and talent necessary for their current position.   If not consider moving them to a position that matches their skill, ability and interests.

Create a Meaningful and Relevant Content

When creating or looking for curriculum, make sure your training plan is relevant to the skills and talents you wish to develop and allows you to expand the work horizon beyond the current mark.   Determine if key learning points are important for the organization in return for the investment of their time in the training.   Whenever possible, connect the employee training to the employee’s job and work objectives.  Provide information for the employee about why the new skills, skill enhancement, or information is necessary.  Make certain the employee understands the link between the training and their job.  You can enhance the impact of the training even further if the employee sees the link between training and their ability to contribute to the accomplishment of the organization’s business plan and goals.

Create Measurable Objectives and Outcomes

Design or obtain employee training that has clearly stated objectives with measurable outcomes that transfer back to real work on the job.  Ascertain that the content leads the employee to attaining the skill or information promised in the objectives.  With this information in hand, the employee knows exactly what they can expect from the training session and is less likely to be disappointed.  They will also have ways to apply the training to the accomplishment of real workplace objectives.

Provide Recognition and Reward

When there is evidence that training has impacted progress, recognition and reward become the pathway to on-going progress.  Recognition and rewards need to be contextual information built into your training plan, as they become a motivational force for developing the desire to learn.  Engaged employees will look for relevant information to apply after the session, knowing that there is a reward for doing so.

Set Expectations 

Provide information prior to training for each employee about exactly what the training session will involve.  Explain what you expect of them for this training session.  Will there be assignments they will be responsible for completing?  What level of participation will be expected of them?  What skills sets or new idea will they have the opportunity to learn?  What new challenges will they be taking on once training is complete?  This creates employee responsibly for their own training and outcome, as well as reduces the anxiety of the unknown.

Train Supervisors and Management   

Training your supervisors and management staff first, will allow them to model the appropriate behavior and learning, provide an environment in which the employee can apply the training and create clear expectations.  An executive, who has participated in the same training as the rest of the organization, is a powerful role model when reinforcing learned skilled and talents.  Managers that are engaged with the training program, are able to identify and discuss obstacles employees may have in transfer the training to the workplace.

 

 

 

The Manus Group Stephanie YoungAbout the Author

Stephanie Young is the Vice President of Sales and Marketing for The Manus Group, where she is an active blogger, social media contributor and spokesperson for one of the nation’s leading automotive recruiting and training firms. Stephanie is a former Forestry Queen and still continues to promote her platform encouraging young woman to pursue their interests in STEM field careers.

If you like this blog, please share with others and connect with Stephanie on Facebook, LinkedIn and Google+

Copyright © 2015, Stephanie Young All rights reserved.

 

 

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