Organizations thrive most when there is buy-in from every team member. Our training program takes a hands-on approach to help our employees master each step before advancing to the next. This allows the employees to navigate the program at their own pace, and in turn, build confidence and trust in the process. Past experiences have taught us that a one-size-fits-all program lacks continuity while increasing attrition. A thorough review of our program led to a realization that success results from commitment and time investment from all stakeholders. Here’s a breakdown of our program’s key metrics:
There are numerous strategies and tactics for training employees, all of which provide value in their own context. Based on our experiences, step-by-step training emphasizes the importance of mastering the first step before advancing to the next and so forth. Breaking down each step in its simplest form coupled with a knowledge-based test to fortify learned material helps unlock consistency throughout each program level. For the training to work at its full capacity, this is an ideal approach.
Effective learning is not a one-size-fits-all method, just like no two fingerprints are the same. Each employee processes information and techniques in various capacities; some take longer than others to grasp those concepts. Establishing a regular cadence of individual check-ins and review sessions referencing previous classroom training eases employees into a rhythm and promotes knowledge retention. Ultimately, an open-door policy is necessary to establish a level of confidence for employees to feel comfortable asking questions.
The small, breakout group approach (team training) is a rewarding method for employees to absorb information faster than traditional isolated learning. Through this learning style, employees tend to relate to their peers more as they process the material together, rather than directly from the instructor. Fostering a collaborative environment empowers employees to build a rapport with one another which leads to increased engagement and activity. As a result, the camaraderie between the employees develops naturally as they become more self-confident, progressing through each step of the training program.
Society has evolved into a results-NOW mentality. Managers and employees alike are eager to push for success while sometimes losing sight of the journey to get there. Training programs that emphasize quality feature the importance of doing the little things well—a way of mastering their craft through the building blocks of menial tasks. By putting in effort beyond the standard, specifically AAA effort: Activity, Aptitude, and Attitude, the more advanced skills will take care of themselves for that individual when the time comes. Success is less likely achieved and rarely sustained by cutting corners.
“Everyone is chopping down the tree but we are the ones sharpening the axe. We aim to take less chops.”Ben Groleau, Manager, Recruitment & Training
Establishing realistic expectations upfront sets the tone for the entirety of the training program and beyond. For training to be most effective, honesty is the best policy. The simplicity of this method is two-fold: 1. It builds a level of trust with employees showing that management is invested in their development; 2. Engages the employee further, leading to increased productivity and a desire to be successful. At the end of the day, transparency in the workplace promotes accountability and ultimately, strengthens relationships.
Creating an entrepreneurial environment can change the perception of how employees see themselves in the company. The training program is a great channel to empower personal branding as a way for employees to create their own voice and form credibility. Essentially, each employee is the sole proprietor (financed by the company that hired them) and every action they take can either positively or negatively impact their persona. The more employees invest in themselves, the greater the opportunity to develop their brand and recognize their value.
It is crucial for managers to review lessons learned with each new class of recruits to determine the practicality of training procedures and implement change as needed. Even though some training strategies and methods are great in theory, if their execution fails to yield the intended results, an adjustment is the only logical solution. A company is only as effective as the team that powers it—emphasizing the significance of investing in its foundation. While consistency is an important function of business, failing to refresh best practices leads to complacency, and if history has taught us anything, companies that sit idle rarely survive.
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