The internet has revolutionized how, when and what kind of work we do. Performance is no longer measured by how much time is spent on a task, rather, employees, are expected to give everything they have of themselves to complete a project, regardless of how much time it takes.
Employees now must be “experts” in their given field and manage themselves when it comes to choosing how a project is completed. Meanwhile, management is only there to set goals and monitor progress.
Despite the eroding role of traditional management, there is one critical aspect of management that should not be overlooked: Organizational Training.
A study published by Deloitte in 2015 which surveyed 3,200 employees in over 100 countries, had striking results – employee engagement and retention are the #1 problem companies face today due to the changing nature of work, and staggering dependence on knowledge, rather than task-workers makes it that much more challenging to measure performance and create organizational training plans.
Creating organizational training plans is overwhelming, so it is important to start with the basics first – here are the most important factors to consider.
Your Organizational Training Plan – 5 Key Factors to Consider
#1 Time Constraints
This is a great place for you as a manager to show how much you appreciate your employees’ efforts and respect their time – in and outside of work. The trend is that most employees work a lot more than was normally required back when job positions or titles had any meaning, with work demands infringing on their private life.
Making a training plan that fits within the allocated work hours is critical to a work-life balance.
Scheduling classes or special lectures after work hours or on weekends is frustrating for everyone and makes people only more resentful and less receptive to learning.
Consider prioritizing actual work they perform, and find which parts of the day are the least important, and schedule learning in small bursts during these times.
#2 Learning Group Size
It may take more coordination and staff, but it will be much more effective if you keep groups small.
In a smaller group, participants feel a stronger need to participate and the learning becomes more rewarding when everyone gets a fair chance to have their voice heard, whether that it is a question or a comment that enhances the learning process.
Large groups tend to drag things on unnecessarily long, reducing reception of the whole and even breeding some discontent among employees when individuals slow down the training.
No one likes unnecessary repetition. One way to avoid this is by carefully selecting the participants of group. Employees who have a similar background in a learning session are likely to feel some healthy competition; boosting their attention and making them more attune to new information.
Try to compartmentalize learning groups into what they are learning in relation to how relevant it is to the specific skills of the participants. This will accelerate the learning process and allow for a deeper understanding of the topic.
The proliferation of the internet has made everyone their own expert, making people less patient in traditional learning environments – no one wants to be lectured to when a quick google search will yield the same bullet points.
Yes, being more innovative and creating an unconventional means to assist learning, such as using a hand-on approach or incorporating media and having fun group exercises helps, but the best engagement comes from a passionate learning leader.
Find ways to ignite the passion of your coaches, whether that means providing them with the necessary tools to raise their own interest in the topic they are teaching, or an overview of the potential benefits the training will have on the organization.
Passion breeds engagement, and in turn, engagement gives training coaches the positive feedback they need to do a good job.
#5 Match Teaching Methods to Different Learning Styles
Some people are auditory learners and some are visual, some like to sit in the back and look disinterested, and some people seem to have endless things to say to the point of interrupting the learning process. How to support the varied learning styles and secure the engagement of the group is just as difficult today as it has ever been.
By keeping groups small, and openly discussing during the introductory phase of the training process how some individuals prefer to learn and what they expect to get out of the training, will show that you value what each member brings to the table, and will give you a better sense of which training approach will be most effective.
It is not always possible to address everyone’s needs, but keeping in mind that everyone has their own learning style will guide your perception of the group dynamic and naturally shape your coaching method.
Include a Digital Adoption Platform in Your Organizational Training Plan
Organizations are investing big in digital applications to make their employees more efficient and make more money. But when employees are not properly trained to use that software, or if they fail to adopt it, the investment won’t see a return.
To mitigate this risk, it is now common to include a Digital Adoption Platform (DAP) as part of the organization training plan.
DAPs, such as WalkMe, add a training-layer on top of the organization’s digital applications to offer contextual guidance as the employee works.
It’s like having a personal training manager for every employee to help guide them through the most efficient paths to complete their tasks.