There is more to solving perceived learning gaps in an organization than meets the eye. While some 84% of organizations report sensing a skills gap among their employees, many managers still write off half of their corporate training sessions as ineffective.
Poor corporate training investments are avoidable. The best way to avoid potential pitfalls and capitalize on the top-to-bottom benefits effective training has to offer is to take a “look-before-you-leap” approach to making the investment.
Asking the right questions is the best place to start, and there are six every company should ask itself before launching more corporate training. Maybe you’ve already considered them –check out the first three to find out, then read our full white paper to learn the rest.
1. Why are we doing training?
Before companies identify what they’ll be training employees on they need to determine why they’re training them at all. Companies should start by determining how much of a barrier their learning gap really is. If it is a short-term or superficial inconvenience, investing in new learning to overcome it may be ineffective or unnecessary.
2. How involved is management in developing the training?
Senior management is invested in results more than anyone, and their training decisions will reflect this goal-oriented point of view. It’s essential that senior managers be involved in training development from the outset to ensure every aspect of the training program aligns with measurable objectives and results.
3. Are our employees involved in developing the program?
While managers are key to keeping the big picture of corporate training in mind, employees can lend valuable insight into how programs should be tailored to the day-to-day needs of getting the job done. Questionnaires and interviews are great tools companies can use to understand the employee perspective and identify learning gaps before plugging a training program into them.
Get the rest of the six in our new white paper, “Mind the Gap: Six Questions to Ask Before Launching Training.”
There’s no guarantee any training program will have a positive impact on business performance or results. But companies can make smarter, more goal-oriented training investments by asking the right questions and making the right upfront considerations.