Training: How To Make It Stick... December 1st, 2008
Training can seem like an easy answer for managers looking to increase employee productivity. However, many managers complain that the training session did not produce any long term effects or that the training participants did not make any changes in their performance. Why is it that companies spend thousands of dollars on training, and yet employees do not seem to benefit from it?
Often time managers implement a training session that fills the employees with knowledge, but not practical skills to make productive changes. Manager assistants are usually put in charge of setting up training, but this is detrimental to the training because the assistant typically is not aware of the day to day tasks of the other employees. When the manager puts the training responsibility on the assistant and is not present at the training, participants believe they are given the option of snoozing through the training because they already know if the manager is not behind the new procedures, then punishments or rewards most likely will not follow. Another mistake made by managers is requiring training attendance of the entire company, and therefore the training is not specific enough to be of benefit to the attendees.
When a manager is deciding what kind of training to put into place, he/she must consider who will be performing the training, how the training will directly influence the attendees, and how to tangibly record improvements. Suggestions for improved training sessions include:
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