Too often, strategizing training programs is a task reserved for the C-suite. Ironically, that might not be where the most valuable insights into training methods, processes and tactics come from. Business leaders and executives are invaluable to aligning training efforts with measurable goals, but they may lack the day-to-day perspective of where their workforce’s true learning gaps are. Who has that perspective? Employees.
There are a host of benefits companies can gain by leveraging the insights of their employees when developing training methodology and curriculum. Ideas on how to run a fun, engaging training program are just the start.
Get a Leg-Up in Identifying Learning Gaps
Who better to shed light on areas where workers are struggling than the workers themselves. And not just where they struggle, but how. This type of input can inform smarter, more targeted training investments.
Find Out How to Relate Training to the Day-to-Day
The most effective training sessions are ones that equip learners with skills they can apply to the specifics of their role, like how to navigate CRM or how to write better emails. This is why broad-based training programs often fail to generate results or retention – they may pack learners full of knowledge, but they lack the practicality to really move the needle outside of the classroom.
Improve Learner Morale and Motivation
Employees that are more included in the generation of training programs will likely be more invested in their success. Execs and managers might be held responsible for the mechanics of a training session, but learners are responsible for being willing, helpful participants. The more input they have in creating the training sessions they’ll be having to spend time in, the better participants they will likely be.
The legwork that goes into developing corporate training programs has a major influence on how effective that training ends up being. Companies can make smarter, more strategic investments by making the most of this pre-training period. Rather than reserving the planning and strategy process for the executive boardroom, companies can gain an edge in optimizing training results and retention by picking the brains of the people that will actually be receiving the training – their employees.
Read our new white paper, “Mind the Gap: Six Questions to Ask Before Your Team Launches Training,” to learn practical steps that will help you optimize your training investment – if you even need to make it at all.