So you’ve received management’s go-ahead to launch a training programme. You’ve collaborated with line managers and developed a relevant programme with the help of a training company. The timing is right. So far, so good. But how do you ensure that it’s successful? And that it really delivers on the promise of building your company’s future?
Even if a training programme ticks all the boxes on paper, its success ultimately depends on those taking part. They have to be interested and motivated to participate. And they have to turn the training into action that brings results. Here are five steps to winning their buy-in:
Join forces with your company’s line managers. They need to tell their teams about the training long before it starts so support them in explaining what’s behind it.
Highlight the benefits for employees instead of just focusing on the programme. Make the link clear between their everyday activities, the organisation’s strategy and the training. Answer the “what’s in it for me” question by demonstrating how it will benefit them in their current positions and their career development.
Hold a motivating kick-off session before the training starts. Your goal should be to bring management, the trainer and employees together to share their expectations. In order to eliminate any pre-training nerves, ensure that employees understand what the programme will involve. For example, group work, role plays, digital learning elements, virtual meetings, peer coaching etc. The trainer should also highlight that employees will get the most out of the training by actively participating.
Remember to add a Q&A session to address specific questions. Knowing what employees are thinking will enable you to harness possible training opportunities, as well as address concerns early on.
During the training, encourage employees to share their experiences with their colleagues. This type of collaborative learning approach will enable them to utilise their experiences in a constructive way and add to the overall learning experience.
Before the training ends, dedicate time for a valuable closing session that includes a wrap-up discussion or a questionnaire. Making it possible for employees to share their opinions and thoughts for future actions is an important part of ensuring a training is successful. Their feedback will enable you to determine how HR and line managers can help employees turn the training into practice.
When the training ends, employees should be able to apply their newly acquired skills and behaviours in their work environment. As an HR professional, ensure that you have put measures in place to continuously monitor the training’s impact. And support line managers in regularly coaching employees, based on the new training.
Business environments are constantly evolving. Therefore, training should be a continuing process to ensure your company is ready for the future. In addition to training programmes, think about providing refresher courses, cross-training, digital learning and other ways to keep growing employees. Demonstrating this commitment to staff is another way to ensure their buy-in and successful trainings that achieve results.
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