How to Reinforce Knowledge Post-Training

How would you feel if you hired 5 employees only to have 4 of them show up to work on a daily basis?

According to a McKinsey report, employees spend 1.8 hours every day—9.3 hours per week, on average—searching and gathering information. It is as if a company hires 5 employees, only to have 4 show up to work, while the 5th is off searching for answers and not contributing any value.

After the initial training period, how can you shorten the gap between the end of training and the point at which the learner reaches full levels of proficiency and independence, and thus stops wasting time searching for information?

Here are 2 proven strategies that work:

1.Empower New Employees with Blended Learning

Blended courses are classes where a portion of the training is traditional face-to-face instruction and a portion is web-based online learning. The traditional classroom instruction provides a run-down of the basics within a group dynamic, where employees can learn from each other’s questions and input, and web-based training where employees can continue to learn “at their own pace”. Web-based learning is available 24/7. No matter what software your employees are on, they can find an answer to a question without having to leave their desk or work area. This ability also brings about a sense of empowerment, since he/she now does not have to ask around and wait for assistance. As a result, this helps increase motivation levels and productivity.

2.Performance Support Technologies to the Rescue

There are several different types of performance support technologies available, and the role of a training manager is to find the best way to facilitate the use of learning materials at any time, accessible from anywhere, and on any device. Performance support technologies include Online learning platforms, where managers can overlay detailed step-by-step instructions on their software. If an employee forgets how to perform a particular task within some type of business software, he/she can get access to immediate, on-screen guidance without having to guess or ask for assistance.

Online learning platforms are usually mobile-responsive, this is crucial as more employees begin working on mobile devices, primarily smartphones and tablet computers. As more companies adopt a BYOD (Bring Your Own consumer Device to work) policy, such devices allow employees to learn as they work, both at home, in the office, and on the move. Training managers must strategize on how to make performance support software easily available and user-friendly.

This article is part of a broader white paper called: “Full Speed Ahead: How to Close the Gap between Initial Employee Training and Full Proficiency”

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Jason Silver
Jason is the Lead Author & Editor of TrainingStation Blog. Jason established the Training Station blog to create a source for news and discussion about some of the issues, challenges, news, and ideas relating to training, learning and development.
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