No matter how forward you are in your thinking and how successful you are in the field, sometimes people just make really simple mistakes. The difference with training managers is that those mistakes can lead to bigger problems and affect how the workforce functions.
The following are the two biggest (and dumbest) mistakes that training managers make and the steps that you can take to make sure you don’t fall victim to them.
#1- Too Much Information in a Short Span of Time
There are a number of different reasons why this first problem occurs. Maybe you’re going on through a busy day and just throw together a training seminar, or maybe you are really excited about the new lesson and dive into it with everything you have. Regardless of the reasoning behind why it happens, there are too many training sessions that try to accomplish too much. This leads to confused workers and a lower productivity rate because everyone is too confused to know what to do next or too frustrated to care.
The two main pitfalls that have to do with the content can be boiled down to information that covers too much or has nothing to do with the audience. Don’t try to create a blanket lesson for each and every department, take the time to create a lesson that will impact that group the best, as everyone is on a busy schedule and won’t be able to take the time to see how another department functions. Stick to the core facts and leave the rest for another day or a handout. If you give people too much information, they will become overwhelmed and stressed. You want to make them excited about the learning experience, so focus on what matters and cut out the fat.
People have limited attention spans, so don’t cram everything into one learning session. Learning is an ongoing thing, and it’s ok to focus on smaller aspects and create another lesson for the remainder of the topics.
#2- Not Providing Long-Term Performance Support or Follow-ups
The second issue that seems to plague training managers is following up with workers after a session has been completed. Again, learning is not a one-shot deal, and you have to make sure to follow up with people to make sure that they are growing in the right areas and that they are not stuck. The learning materials will be changed and updated, so you need to make sure that everyone is on the right track to success.
Follow ups also allow you to see if people really understand everything that they have taken in. Remember that just because someone says that are okay, it doesn’t mean that they don’t have any questions or that they actually understand anything. There are many different ways that you can track progress, and using the right tools will enable you to see if people are really retaining everything they are supposed to.
One very easy way for you to provide support for individuals that are struggling without taking time away from anyone is by using digital guidance systems. For example, WalkMe can be used as a digital GPS and provides users with a step-by-step explanation of what they need to do and why it’s important. This tool can be used to not only train new members, but refresh veterans on what they need to be doing as well.
Don’t Make the Same Mistakes
As you can see, both of these problems are silly issues to have. Don’t fall victim to simple errors like other training managers struggle with and create a team that is not only competent, but confident in their ability.