Troublesome Training Lies

Companies that offer comprehensive training programs realize higher income and profits per employee than companies without formalized training. Although training requires an investment, a business that opts out of employee training means they are saying, “No thanks,” to a pile of theoretical money on the table in front of them.

Let’s first talk about what comprehensive training programs are not – or the three training lies.

Training Lie #1: Osmosis is a viable training method.

All too often, informal job training occurs by osmosis. The trainee shadows the trainer for some time until they appear to understand essential tasks. The trainer, already proficient at the job, feels no need to provide reverse-engineered explanations of critical systems and protocols because, after time, it should be obvious. Unfortunately, what may be common knowledge to the trainer is almost always unknown territory to the trainee.

Training Lie #2: Telling is training.

The trainer happily provides all information they think is essential for the trainee to know. Unfortunately, bits of misinformation, bad habits, and shortcuts get handed down from the senior employee to the new employee, resulting in inadequate skill transfer and corresponding poor job performance.

Training Lie #3: Turn to slideshows and old videos to keep employees engaged during training.

Humans learn new skills primarily through what we hear, see, and feel. Cringeworthy hours of slideshows and videos do not allow the opportunity for complete skill learning.

Here are some tips to avoid these training lies, and make your training efforts productive (and profitable).

• Create infographics and illustrations to teach the material. Avoid text-heavy manuals.
• Provide both written and spoken overviews of job roles and responsibilities via hands-on walkthroughs.
• Ask the trainee for feedback as you go to ensure comprehension. Involvement is key,
• Make sure the trainee takes notes.
• Invest time to organize training materials into small, digestible information packages, so it doesn’t feel like you both are cramming for a big test.
• Consider using technology to supplement learning to make training more convenient and engaging for the trainee.
• Make the learning experience a two-way communication process to demonstrate that you care and want the trainee to succeed.

How can we help?

If you or your team need help to identify obstacles and challenges in your workplace situation, contact Theresa, or visit our Contact Us page to schedule a 30-minute Complimentary Conversation. Reaching a goal is a journey, and Success Trek is here to take that journey alongside you.