Often when we build staff learning and development programs in our business it is easy to think that the job is done, and the learning and development will take care of itself. This would be a mistake! Why? Because our people need to be engaged by content and delivery that is relevant to their role, interesting and useful. The only way to have a successful learning and development program is to monitor its effectiveness and keep making refinements.
This is the third and final article in a series of three on building learning journeys for staff in small and medium sized businesses in New Zealand. In the first edition, I talked about assessing organizational needs, defining learning objectives and designing the learning journey. In the second edition, I discussed developing effective learning content, implementing training programs and monitoring their effectiveness. In this edition, I discuss how to keep improving your staff training programs, some effective tools and examples.
1. Continuous Feedback & Assessment
The use of 360-Degree Feedback enables business owners to monitor their staff development in real time. Collect feedback from peers, managers, and employees themselves to identify knowledge gaps and areas for improvement. Utilize post-training assessments such as quizzes, tests, and real-time project assessments to gauge employee understanding and retention.
2. Blended Learning Approach
Mix the training up to keep it interesting. For example, try a blend of offline and online training to freshen up the content delivery. Blend classroom-style learning with e-learning modules to allow flexibility and self-paced learning. Use bite-sized learning modules that employees can engage with on their schedule.
3. Mentorship & Peer Learning Programs
Peer-to-peer learning is a great way to encourage employees to share expertise and teach others, which fosters a collaborative learning culture. Mentorship programs can be implemented to pair experienced staff with newer employees for personalized, hands-on training.
4. On-the-job Training & Job Shadowing
In many industries there is no substitute for hands-on experience. This is the guiding principle behind apprenticeships that offer structured, long-term training programs for complex roles. A good tool for owners is to incorporate job shadowing and real-world task assignments as part of the training process.
5. Mobile Learning (mLearning)
Mobile-friendly training enables easy access to training content and is now widely used by both older and younger generations. Modules that are accessible on mobile devices are ideal for employees who may not have regular computer access. An advantage is that mobile apps can send reminders, assignments, or quizzes directly to employees’ devices.
6. Data Analytics for Training
Tracking and metrics are the final tool to get the best out of your training programs. Use analytics to track training effectiveness and employee progress. This helps in tweaking content and methods for better results. Set some KPIs to measure retention rates, course completion times, post-training performance, and employee satisfaction with the training.
Regularly review and refresh your training materials to ensure they stay relevant. Tailor the training to the needs of the employees, offering them choices in how and when to learn. As technology in the workplace evolves, embrace innovative tools and platforms to enhance engagement, improve access, and track progress effectively.
By following these steps, you’ll ensure that your training content is not only relevant and engaging but also adaptable and aligned with company goals.
For hands on advice around developing staff learning journeys in your business contact your nearest Advantage Business Advisor.