Do you recall the last time you truly appreciated a training session from your company? Perhaps it was years ago when you were being onboarded after just joining the team, or maybe it was more recent like a workshop you were sent to.
Now, try to recall the last training you attended or the last online course you took. Was it enjoyable? Did you learn anything? Are you thankful for it? If not, then there might be something wrong with how the company treats training.
Many organizations have this misguided idea that any training is better than none. This is not the case in many instances.
There are some training practices out there that can do more harm than good, and we’ve listed down five of them below. See if your company is guilty of any of these.
(Related article: Why Aren’t Your Learning & Development Efforts Working For Your Company)
1. Treating training as one-size-fits-all
There are a lot of resources out there and the internet is a treasure trove of information, but let’s face it – not all training is created equal. Training differs from company to company and no two training providers are exactly alike.
Every professional learning provider has its own original set of training that is catered for specific industries they specialize in. A sales training by Trainer X can be worlds apart from one by Trainer Y. It’s highly possible for a sales team to learn a selling technique that worked well for another company but will not be effective for theirs. Given that, teaching people the wrong techniques will lead to confusion and be counter-productive.
It’s important for companies to evaluate and properly research on whoever does their training. Be sure to compare different providers and understand their course information, curriculum, and credentials.
Understand what kind of training is most effective for your organization. Ask questions like: Does this training align with our company’s needs? Is this the right training provider to source training from? Is this the right topic for my employees? Doing that alone will already improve your training by leaps and bounds.
2. Sending employees to the same training every year
Often, companies fall in love with a certain training and never let go – perhaps because the training improved performance drastically at one point in time or because employees gave it wonderful reviews in the past. Due to the initial success years ago, they decide that the same training should be given year after year, until the end of time…
Sound familiar? Well, this is common throughout a lot of organizations. If it worked before, it should still work now, right? Wrong!
Nowadays, skills are getting outdated extremely fast. Best practices from 3 years ago may no longer work today. A training developed years ago may be outdated already. Sending your employees to outdated training will keep them in the past and prevent them from growing. They will have trouble grasping newer techniques and be unable to work with more advanced tools.
Knowing this, training providers continuously stay up-to-date with industry techniques to create newer and more relevant content for employees to learn.
Don’t settle for the training you’re used to. Explore newer ones and train your employees for the modern world.
It may be difficult to let go of old techniques, but it’s essential that we continue to evolve and stay aligned with the current trends.
3. Making training exclusive for upper management
It’s unfortunate when companies only provide training to the entitled few. In most cases, these are the organization’s upper management and may include top performers as well.
Many organizations see training as an added benefit only the most deserving of employees can avail. They deem it as a luxury only awarded to top performers – “If you want us to provide you training, perform better!”
Ironic don’t you think? The whole purpose of training is to upskill employees and improve their performance, yet only the top performers are permitted to attend them?
It’s time to change this mentality because this degrades the rest of the workforce. When only a few are given opportunities to grow, the rest will feel ostracized – it’s only natural.
To prevent that, companies should start seeing training and development as an innate part of their culture. Employees should be involved in more training – not just the usual onboarding they receive upon joining the company.
Create learning plans and growth plans for each employee! It’s been proven that an effective learning culture in organizations lead to drastic improvements in company performance, employee retention rate, and many more.
When employees grow, the company grows as well!
4. Having a work vs training mentality
Many managers out there are still under the age-old impression that sending employees on a half-day or full-day training is bad for the company. They believe that one day away from daily operations is not worth it. This is because they see training as a cost and not as an investment.
When you provide training to your staff, expect results to come later in the future. A sales training today may not lead to an increase in sales by tomorrow or within the month, but it will make your sales team more organized, efficient, and focused. This will lead to an improvement in their daily tasks for years to come.
It was Abraham Lincoln that said, “Give me six hours to chop down a tree and I will spend the first four sharpening the ax.”
The training we provide our employees sharpen their skills, knowledge, and experience. They need training to become more productive in what they do. So, don’t forget to let them sharpen their axes by allowing them to learn new things.
5. Not following up on what they learned
Another big mistake often found in organizations is when they leave employees alone after providing them training; then blame the course when results don’t appear.
Many times, the course content is not the problem, but the company’s poor implementation of the knowledge obtained. It is important to empower employees to practice what they learned because that’s the whole point of training to begin with.
It’s in the organization’s best interest to make sure every training yields output. Training is an investment, and it will never yield returns if it isn’t put into practice.
A few ways of promoting this is by sending follow-ups and reminders to do certain tasks as instructed in the training. Constant reminders or short assessments may also be used to remind employees of what was taught.
Managers should be involved as well. When employees do not follow a certain technique or fail a short assessment, their manager can step in to provide guidance and mentorship.
It’s good practice to follow-up on what was learned, make sure the information was retained, and empower employees to practice what was taught!
Do you see any of these wrong training practices in your organization? If so, you may want to check and see how SkillBean can help.
Learn more about our goal to reform corporate training in the Philippines by helping provide organizations with the training they need. Contact us at [email protected]