With so many things to incorporate into your training program, how do you know where to focus your efforts? A successful program requires many factors working together, but it all starts with a program manager dedicated to impacting business results and employees’ development. We work with those training champions every day, and through our partnerships with them, we’ve identified nine key areas to focus on for building highly successful employee training programs.
1 STRONG PROGRAM MANAGEMENT
Titles of training program managers may vary, but they all share a commitment to continually develop and improve their programs. Ideal program managers are curious, openminded, motivated, and interested in helping others develop their skills.
2 ASSESSING TRAINING NEEDS
Performing a needs assessment through internal surveys, interviews and research will help determine who needs to be trained and on what skills. Understanding these training needs forms the foundation of what makes your training program integral to the company’s successes.
3 ALIGNMENT WITH BUSINESS INITIATIVES
To see the strongest results from training, look at how training needs you’ve identified are tied into organizational initiatives. Help employees and leaders see how training and development contributes to the goals of the overall company goals.
4 CREATING GOALS AND METRICS
When training and business needs are aligned, create goals that show the steps for how to achieve those results. Make sure these goals are achievable in a reasonable amount of time, and that they’re specific to the outcomes desired.
5 LEADERSHIP BUY-IN
Your leadership team’s support of the program is critical to seeing success. Once you’ve identified the needs, aligned them to organizational initiatives, and created strong goals, you can show senior leaders the impact of training on the bottom line. This opens all sorts of doors for a bigger budget, higher utilization and engagement, and the ability to build a learning culture in your company.
6 RELEVANCY OF CONTENT
The training content you provide to learners must be relevant for them to be engaged and really learn from it. Curating content for specific needs allows them to find information quicker and view your program as a valuable source for personal and professional development.
7 INFUSING CREATIVITY
Inviting creative ideas into your program helps grow engagement and a more positive attitude toward training. Collaborating and brainstorming fun ideas delights employees with training that is enjoyable and helps them get hooked on developing their skills.
8 ONGOING MARKETING
This is an area where many program managers struggle to maintain momentum. A successful marketing plan encapsulates initial launch activities, along with strong ongoing efforts throughout the program. Training communication sent to employees should always include the “why” and what’s in it for them. The goal of marketing is to increase utilization and engagement, so to do that, you’ll need to continually show employees how they’ll benefit from the available training.
9. POST-TRAINING REINFORCEMENT
Training is only effective if it’s remembered, so counteracting the brain’s natural forgetfulness is a critical part of seeing results from your training program, since 70 percent of training is forgotten within 24 hours. Providing opportunities for learners to recall what they were trained will help them commit it to long-term memory. Send follow-up questions and provide a space for discussions in order to see positive and impactful results from your training program.
—As a content marketing specialist with BizLibrary, the author researches and writes relevant and helpful content for the HR and L&D community. She manages blog posts, press releases, social media, and creates resources that educate and motivate the BizLibrary audience to take action and improve employee training in their organizations. Contact Brubaker at (636) 205-0354 or firstname.lastname@example.org .