How have you effectively trained employees?

Training is an essential part of the onboarding process as a proper training will put employees on a path to success within the organization. Helping your employees succeed will bring success and revenue to the organization.

I disagree with the word training - training is used to teach what does not come naturally- like with circus animals. Coaching is the need for people and would also require a personalised approach.

🔍Assess training needs through surveys, interviews, and performance reviews. 🎯Define clear training objectives aligned with business goals. 🛠Develop customized training programs based on identified needs. 📅Implement a mix of training methods: e-learning, workshops, and on-the-job training. 📊Use interactive and engaging materials to enhance learning retention. 🗣Encourage active participation and feedback during training sessions. 🔄Regularly evaluate and update training content to keep it relevant. 📈Measure training effectiveness through assessments and performance metrics. 🤝Provide continuous support and follow-up to reinforce learning.

You can't train people unless they are willing to learn. Hence identify "what is in it for them". They will learn when they experience 1) Pain- Feeling of "if i don't learn, I will lose something like opportunities, career etc.." 2) Gain- Feeling of "If i learn, I will have a better career." 3) Vision: Feeling, of "wow, I want to contribute to the larger purpose." Design your Learning Interventions based on this.

Effective training requires first identifying the key needs of the team. Choosing the right method is as important as designing content that is relevant and practical and aligned to the objectives. The key is to deliver it in a clear way and to evaluate post-training results and fine-tune the process to maximize learning and performance.

Learning styles, content complexity, ease of use, and personalization are just few of the elements that must be taken into account when deciding on the most appropriate training techniques for employees. Depending on the goals of the learning, the target audience, the available resources, and the available time, various approaches will have varying degrees of success.

A nowadays term InFocus is "Phygital" (a mix of physical and digital) learning solutions works well in today's digitised world... An intervention which includes both a classroom set up where people can go through experiential learning and some hours of digital learning which can reinforce learning and focus on implementation. #myview Thanks

Training methods play a vital role in retention of knowledge. Quick VARK questionnaire will help you understand learning styles of trainees. Then one can plan the training methodologies that will suit the audience as each learner is different. We can use Videos, Teach Back, 1 Min articulations, Kahoots, Chart preparation, Role plays, crosswords, puzzles, etc. At the end of day, objective is to increase the knowledge, so the tasks are done seamless and effectively.

Everyone has their own learning style but it’s not practical to customize to each individual. Hence, use of multiple methods is the best way to go. Attention span of learners is also decreasing. Hence short training capsules can be very effective. In my experience, I’ve used a standard learning course, certifications presented in a gamified way, a 5 minute video created at zero cost using a mobile phone, and a learning flyer to share the same content, ensuring that you cater to both auditory and visual audiences

Sadly, most people choose training methods based on what they have been handed down. The research shows many accepted training methods - especially those trainers like to use and learners like to be given - get good results at the end of the training but do not get the best results down the track when back at work, on the sport field, etc, when it really counts. So the answer is: look at the research.

Training content design involves choosing resources, tools, and activities to satisfy learning objectives and engage employees. Aligning content with outcomes, utilising plain language, organising content logically, offering examples, providing practise, and having feedback systems are instructional design concepts.

Today's dynamic environment demands Holisitic Training Imperatives to ensure sustained growth. - Pivot training around brand's Vision/ Mission(&Values). - Create SOP for constant evaluation / bridging training gaps. - Creating purpose for each employee / Valuing them proves utmost effective, ie need arise from employee & it turns collaborative. - Regular curriculum upgrade to plug redundancy. - Device means to align all - Freshers onwards... - Include interactive sessions, gamification, personalized events... -  Set Goals, terminal objectives &  review chart & Institute rewards. - Must be inclusive/inspiring for richer dividends & promise growth. Remember- We are training NOT Employees, but MINDS & Every Mind is Different & MIND MATTERS !

Keep it short, sweet, easily digestible and with a visual representation. A picture or infographic. I don't like the term 'training' much, to be honest. I train my pets. For humans, create am environment in which they'll do their best thinking, and give them the space and ease to learn together.

Pre- Peri-Post Training Interventions for Effective Training  Effective Training Developments on 3 levels of interventions  Pre or before the Training, understanding the Business and the organizational ecology so that exact L&D needs can be identified and various interventions and customized training modules can be designed.  Next is to do a test run and get 360 feedback to make it robust.  Prei means during the actual training, we must plan to take periodical feedback.  Regularly conducting formative and summative assessments can help to further fine tune modules through additions or deletions.  Post-Training Evaluation KPlevel-1-4 Evaluation will help us to measure the impact on ROI. Effective Training is an ever-evolving process..

One more to add to this is the power of ‘Reflection’. Post questions/scenarios that help the learner to reflect on their own experiences. This is powerful in internalizing their learning.

To teach staff, set expectations, issue instructions, handle problems, develop rapport, utilise effective communication, vary pace, use humour, encourage engagement, and monitor and adjust depending on comments and observations.

As an HR Manager & Corporate Trainer, I believe impactful training requires engaging delivery and connection. This means setting a comfortable tone, acknowledging participants' knowledge, and using interactive elements like group discussions and storytelling to make concepts stick. Humor helps too! Adapting to the room by reading the energy and adjusting the pace based on feedback is also crucial. Ultimately, it's about empowering employees with the knowledge and confidence to excel.

"Highly interactive and participative! Learned with fun and there was no boring moment and stayed focused throughout the day. I started already applying my learning" This would be the ideal feedback a Trainer would look forward to hearing at the end of his/her training day! And it has all the principle to deliver a highly effective training program. So the principles are: Invite and encourage participation from everybody. Leverage the group learning to answer questions by the participants themselves "What does the group think?" Give constructive, natural and balanced feedback Ensure a high percent of practice time vs. lecture time! Show them that it works by sharing real-life examples. Ask them questions to ensure understanding.

Get up early; check if everything is in place; go to the venue much earlier; check working of technology; don't forget to smile; be genuine. Session Begins - Start with the "Why", this training is important; tell the learners "the benefits", they'll derive from it. Directly interact and ask, "whats their motivation and expectation from the training / session". Dont rush to deliver a performance. Listen. When everybody has told, then you pick the valid points and tell them the expectations, instructions, and answer their queries. This will be an ice breaker where learners have interacted more than the trainer. Explain things in a storytelling format, highlighting the impact and the journey of the learner. Use interactive methods .

As a trainer, one thing I’ve discovered to be powerful is the power of ‘pause’. Once a key message is delivered, pause for a while and let the learner internalize the learning. A few probing questions will also help but leave room/time for the leaner’s mind to reflect

Take first feedback by the end of the session. But main evaluation comes when you compare pre and post-training impacts on the ROI or the KPI you set first. I may be stretching it, but yes, it has to be a NUMBER. Even for customer satisfaction, you measure it by "Net Promoter Score". If it is not measurable, then you are not talking business. Anonymous feedback forms from the participants asking them to fill in what they find good, bad, and what better could have been done. This information will prepare you for future training. Till the trainer knows that the "learner is at the center," then upgrading is easy for any trainer. The moment you think you know everything or you are a performer, then you are no more a trainer.

Evaluating your training is essential for ensuring that it is effective and meeting its objectives. By collecting and analyzing data on the reactions, learning, behavior, and results of your training, you can identify what is working well and what needs to be improved. The results of your training evaluation will help you to identify the strengths and weaknesses of your training and provide recommendations for improvement and follow-up. By evaluating your training on a regular basis, you can ensure that it is meeting its objectives and having a positive impact on your business.

Learning evaluation has many levels starting from learner feedback, certifications to ensure learning, evaluation of performance improvement and/or behavior changes and evaluation of end impact on business results. For L&D teams, in organizations that implement Role Based Training, the KPI is no longer ‘Learning Hours per Employee’ but ‘Role Readiness’ ; how many of your employees are trained, certified and ready for the roles that they do

Also consider psychological variables like trainee engagement and cognitive load for a deeper understanding of training effectiveness; Assess the organisational climate to understand its impact on training outcomes. Longitudinal studies can offer insights into skill retention and long-term organisational benefits. this can be done with a multi-method approach, combining both quantitative and qualitative data, for a comprehensive evaluation. This will not only validate the training's ROI but also contribute to a culture of continuous learning within the organisation. And after all, that is what we are chasing ;)

We all know how important evaluating training is, but I have found that it is not done enough! It's important that those in L&D/HR roles are able to point to the ROI or an increase in KPIs. This means that it's not just about picking a training that one thinks a team needs; it's about understanding the company/department goals and building training that aligns with and supports those goals. Our value as HR professionals is proving how our strategies will help a company succeed!

When developing training programs, it is critical to remember that trainers must be authentic and engaging. You can developed the strongest training curriculum, but it could still fail if you do not focus on the delivery.

Create long-term value in the training program by ensuring that the employee understands this isn't a "one and done," but rather the content learned within the training program will enable the employee to not only function within the role, but also grow within the organization.