Human beings tend to shy away from doing things they hate. If they find something boring, they will disengage. If they believe something to be pointless and mundane, they will avoid it or do the absolute bare minimum in order to get it done and move on. So it goes with employee training within most organizations.
But as a company, you’re investing time, energy and resources into your employee training program, and you can’t afford to let them go to waste. If everyone dreads training days, you’re losing out each time you hire someone.
In order to avoid this unfortunate situation and maximize the ROI on your training program, it’s best to understand why people dislike training so much in the first place, and what you can do about it. The key is to clearly communicate the value in it and make it enjoyable for them, which contrary to popular belief, is possible.
- Make them understand the value of the training program as it applies to them personally.
Instead of using lots of corporate jargon, clearly and concisely communicate how this training applies to their everyday responsibilities in the organization and their future success in the company. Connect the dots between what they’re learning today and their own career aspirations. If they understand how this training applies to them and their success in the future, they’ll be more interested in paying attention.
- Create a training program that caters to different types of learning styles.
Humans beings learn differently. There are verbal, visual or aural learners, social or solitary learners and physical learners. And yet many corporate training programs are designed to be one size fits all, which leaves the majority of folks behind. Mix it up. Be sure to include portions of the program that cater to each type of learner so that everyone can keep up and benefit.
- Skip the lectures.
Everyone’s been in a training or a meeting where one person, the instructor, stands up and drones on for an hour. Huge information dumps like this don’t typically work very well. Most people disengage after just a few minutes and wind up retaining only a fraction of the useful information.
Instead of using a monologue/lecture style, make the training more interactive with smaller bites of info, question and answer sessions, open discussion and immediate hands-on application of the lessons. The more your training program has new employees actively participate, and the smaller you break down the lessons, the higher the engagement will be and the better they’ll retain the information.
New Employee Training must appeal to the basic tenants of human psychology for it to be successful. Employees are people, and people just aren’t going to do things that they’re dreading well.
Creating a program that they see the value in, which gives them the opportunity to learn in the style that suits them, and dispenses the information in smaller, more interactive chunks will give your company the best return on its investment. It’s all about making the program about the student and not the HR department. The program has to be enjoyable for it to be truly effective.