4 Corporate Training Program Mistakes Trainers Should Avoid

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If a company, brand or institution wants useful employees, they would probably have to provide employee training in some form or the other. Training can either be used to polish up existing employees to get them used to a new system, policy or procedure, or to induct new employees into the fold and make sure they can follow the mission of their new workplace.

However, training programs, including corporate ones, have their failure rates as well. Mistakes are often made in implementing training processes, which can lead to an adverse effect on employees, including frustration and demotivation. Since this is the last thing that a conscientious employer or entrepreneur wants, here are some mistakes to be avoided when undertaking corporate training programs:

  1. Dryness Overload

It can be easy to roll out an eLearning course or presentation that relies mostly on large blocks of text. These would do little more to give information properly to your trainees. Not only will it bore them during the actual session, but essential points could get lost in the mix. If not text, then many trainers make the mistakes of droning on and on, without any interaction with the employees that could help them feel more interested.

The way to avoid this potential problem is to jot down the absolute crucial information in small, bite-sized and understandable points. Focus less on technical or high-flown, flowery language, and more on actually getting your point across. It’s even better if you switch up the text or speech with images or short videos, or even interject a joke or game to enliven the session. This will not only make your presentation eye-catching, but will also ensure that those attending the training program will have the information printed on their minds for future use.

  1. Bombarding Employees Right At The Beginning 

High failure rates of training sessions are usually due to corporations giving too much information right away. Most of this information would not even be relevant or connected to the company, such as the details of the founding family’s history.

During corporate training sessions, it must be kept in mind that employees are human beings and have a limited attention span. They should not be treated as machines that can ingest tons of data and keep running all night. Especially in the initial session, the focus should be kept on the mission statement of your company or brand, and one or two concepts that are central to your goals.

Once these are deeply embedded in the employees’ minds, such that they can successfully go about their jobs, additional details can be gone into. If possible, longer sessions can be broken up into two or three shorter ones throughout the week or even the month. This will also force the trainers to prioritize their lessons properly.

Lastly, one should not look at the training period as having a beginning, middle and end. Training is an ongoing process, much of which can only be properly implemented once the employees actually start their respective jobs.

  1. A Lack Of Motivational Substance 

If your employees feel demotivated, all your training would probably go down the drain. Learning for the sake of learning is very rare and should not be expected of people in the workplace. Especially in a corporate, employees usually want a hands-on approach rather than sitting and listening on how to do their jobs. In order to do away with potential resentment and frustration at your training sessions, you would need to find ways to encourage the workforce.

How to achieve this? Employees can be rewarded for their achievements, especially when they do a consistently good job or go the extra mile to perfect their results. These achievements can be announced at training sessions along with possible bonuses, thus creating a twofold attraction to your lessons and courses, whether they are online or not.

  1. Nonexistent Examples

According to UK essay writing writers if you are handing out information or helping to develop certain skills such as data entry, content creation or human resource management, you also need to emphasize to employees exactly why and where they might need these kinds of tools. Especially if it isn’t their primary job, employees may feel like their time is being wasted in mundane tasks. If the team is given enough real-life examples, though, they would soon see how they are benefiting from corporate training.

Conclusion

It is important to take employee feedback on training sessions in order to know if the information is actually getting through and making a difference. While attending corporate training sessions, employees usually wonder if they will actually benefit from them or not. Through the points above, employers can convey the relevance and importance of training.

Author Bio

Anna Marsh is an experience content writer on the ins and outs of corporate life. She is passionate about employer-employee relationships and is constantly researching on ways to make it better. You can connect with her on Facebook and LinkedIn.

 

 

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