Autumn is a particularly busy season for training programs. This is the time most employees are in the office (vacation season is over), you need to onboard new employees and/or you are educating your staff on new products and services that will be rolling out next year.
In addition, training programs have been blessed by the C-Suite. According to a recent study through Bersin by Deloitte:
- Training budgets increased 10% in 2014 over the previous year and
- Budgets are an all-time high at $1,004 per employee
But the resounding question of the day still remains, “Does the training stick?”
Unfortunately, according to a McKinsey & Co. survey, only 25% of respondents found that training improved their workplace performance.
Why is there a disconnect between training and performance? The primary reason is employees don’t fully understand the reasons why they are there for training in the first place.
Let me give you a real example. My son is a research scientist for a small company. He and others are required to attend a 45-minute monthly training on safety of which he finds boring and useless. So why is it required? Because the company receives a heavy discount from the insurance company if they can check off that all employees receive this training. The training is dry and there is no perceived value to him as he believes he is already following safety protocols.
So does your training program suck? Let’s discover your path to improvement.
How to Fix Training Pitfalls
First, Develop a Plan
Have a very clear strategy and execution of your training plan. Determine the who, what, where, when, why and how of the program, and run the plan by employees at all levels.
Most importantly, answer this question thoroughly: “How will this training be useful?” If the answer to that question is negligible, scrap the training.
Second, Pilot the Program
Take a select group of employees and train them BUT solicit their feedback along the way. A great way to do this is via a polling app that runs on iPad rentals. Place the iPads in front of each employee, take their feedback seriously and rewrite the training accordingly.
Also, get a sense of the best workday/time to train employees. A recent study by Blue Jeans Network stated the best time for employees to meet is 3 PM on Tuesdays.
Third, Chunk it Down
Rather than trying to cram five concepts into a two-hour training program, give them one concept at a time. Record the training and re-deliver it in 2-4 minute segments that employees can access from YouTube. Test them on the concept by asking them one closed-ended question for the 30 day period after the training occurred.
Why not position large monitor rentals around the building where employees can view the information while waiting for an elevator or in the breakroom? Have a video looping the daily training tip. Be sure to rotate the clips often.
Fourth, Continuously Evaluate Performance
Agree upon a time period to measure outcomes. Is performance increasing? Is your company’s accident rate going down? Are you able to sell more of your products or services? Are new employees productive faster?
If the answer is no, you will need to refine your training message even further. Remember, in order to be effective, training programs ultimately need to be relevant, engaging and to the point.
How Hartford Technology Rental Can Help
Hartford Technology Rental is the final piece of your training rental solution and will give your organization the total package whether you rent iPads, rent copiers or anything in between. Contact us today at 888-520-5667 or fill out our online form for more information.