Companies are trying all sorts of different ways to deliver training to their employees, with varying degrees of success. Whether you’re using an LMS, LXP or EXP system to support learning in your organisation,you may still be running into challenges.
When it comes to making knowledge stick, the research seems to show some companies still have a long way to go. In just one example, 70 per cent of surveyed employees said they couldn’t remember what they’d been taught only 24 hours before. So why might this be the case? Here are a few thoughts.
1. Your employees don’t know why they’re being asked to learn
Have you ever sat in a training session and wondered why you’re there? Far too often, businesses deliver training without effectively communicating to their people why they need to do it or how it is relevant to their role.
Getting across a sense of why training is relevant to an employee’s role is crucial, even in cases where the purpose behind the training is apparently obvious – for example health and safety.
Engaging people in this kind of training isn’t just about helping people to see it’s importance. They already know it is. But the key to success is to provoke a personal response in them. Help them to see how absorbing and applying this knowledge will help make their own role safer or easier.
One tip is to tie the training in to the values you have as a business. These values might well be the reason they joined your business in the first place, so try to explain explicitly how the training you’re asking them to do is a tangible example of your business putting these values into practice.
2. Your approach is ad hoc, with no overall strategy
These bigger picture considerations – your company vision and values, your strategic aims – need to underpin every single piece of training you deliver.
We’re assuming most companies will have a training programme of some sort. But this also needs to be coherent, and not stand alone. It should be closely aligned with your strategic objectives as a business and also linked to your company’s wider development programme.
How are you bringing talented people up through your business? How will these people help you to achieve your company’s objectives? And then, in turn, how will the training you’re delivering help give these people the new skills they need to do their jobs even better?
Not taking these considerations into account and taking a disjointed approach to training can often lead to it falling flat.
3. Your employees don’t feel recognised for their efforts
Communicating relevance is at one end of the training process. At the other is recognition. If you’ve delivered your training well, your employees should see how the new skills help them in their role. And if you’ve tied it to bigger ideas like your strategy or your values, they should see how the hard work they’ve put in will help them to grow the kind of successful business they believe in.
But of course they also need to feel valued personally too. When we forget to recognise those who perform well in training, we’re missing the opportunity to motivate them (and others) to keep contributing to the success of your company. So, recognise great performance or improvement and build a sense that their efforts are valued.
4. The training you’re offering isn’t adapting to their needs
One of the biggest challenges with any kind of training delivery is making sure that people continue to learn. Too often, training is a one-off.
For example, it might be a piece of training on a particular area of regulatory compliance. Your employees know they need to do it – so they do it, tick the box that says they’ve completed the training, and then they get back to doing their jobs. All too often, they soon forget a large part of what they’ve just been taught.
The great advantage of Cognito’s system and its AI technology is that it adapts to a trainee’s needs. Cognito tests them on a particular area of knowledge, and then uses the employee’s responses to identify gaps in knowledge.
This helps in a couple of ways. Firstly, everyone learns in different ways and at different speeds, and using AI is a smarter and more efficient way to offer individual support. Secondly, following up and testing people on an ongoing basis helps them to practice what they’ve learned – something that many people find very hard to motivate themselves to do independently.
5. You’re not creating a learning culture
So, a system like Cognito’s makes adapting training to an employee’s needs much easier thanks to its cutting edge AI. But it is also crucially important that alongside this knowledge delivery, there is also an ongoing dialogue between trainers and trainees.
While this isn’t always straightforward with so many of us currently working remotely, that conversation still needs to happen. Cognito’s technology adapts to the learning needs of your teams, filling in gaps and reinforcing knowledge where it is needed. But it also makes it easier for managers to get more of a sense of how well their people are applying what they’ve learned in their day-to-day roles.
With Cognito, learning is taken out of the classroom, or the one-off training session. Learning becomes a part of daily working life. It is something that isn’t onerous, and that only takes a minute or two a day. And it is highly targeted to the individual and helps them to do their jobs more effectively.
And when employees learn in this way, and engage with practical, relevant knowledge, you develop a learning culture that supports your strategic aims.
We’d love to talk to you more about how this could work in your own organisation – so give us a call today on 01423 203 733 to chat to one of our team.