Corporate training can be very valuable and informative for employees if conducted properly. Although many corporate trainers have adequate information to deliver to the right audience, the medium of delivery can go wrong. It is very important for organizations to find the right way to deliver training and execute programs successfully. After all, a lot of effort and thought go into optimizing a single corporate training program. Here is a list of the top 5 mistakes that most organizations make during corporate training programs and a few strategies to avoid such mistakes.
Too much information during initial training sessions
A successful training program includes easy and interactive sessions (elearning solutions have become a hot topic lately on this front). Unfortunately, most corporate trainers design programs with overwhelming initial sessions. While these sessions deliver relevant content, employees are disoriented and overwhelmed with too much information. Flooding the trainees with tons of information is useless, because they will fail to grasp each detail in the start. Instead, you can plan a customized training plan with training sessions, interactive discussions and employee engagement activities. In that way, each trainee will find the sessions intriguing, and eventually, they will find a variety of engaging contents to learn.
Another tip to make the initial training session more engaging and for using training as an employee engagement tool is by focusing on set agendas. Instead of flooding each training session with topics and lessons, just discuss a single topic related to one or two concepts. Also, plan each session with shorter lectures and training programs.
Excluding ‘real life’ scenarios in training
This can be the biggest mistake of a corporate training program. While an engaging presentation and lecture session delivers the subject matter quite successfully, trainees should get hands-on training based on real-life scenarios too. It doesn’t have to be very long; you can just include a few real-life scenarios to make the theoretical presentations and learning sessions look more practical. The bonus point is that such sessions will allow trainees to get an insight into the how this will directly affect them. In addition, such training programs will help trainees to gain knowledge on the work they are supposed to do.
Taking a single approach for delivering training
In most corporations there are people from many backgrounds. You will find fresh college graduates, experienced employees and even people with minimal knowledge of technology. Thus, a training program should be designed to offer adequate information for four different generations so that each generation receives the information. If your training program has e-learning options, then young employees may prefer these choices. Similarly, experienced employees will benefit from an interactive training session. People with minimal technology knowledge will be happy to participate in a face-to-face learning program. While the training agenda remains the same, different approaches to delivering the training program can make the difference.
Aiming for productivity increase
Employee engagement programs, leadership training sessions and learning programs are there to help employees to learn better skills to improve productivity. While that should be the training agenda, you cannot expect a rapid rise in productivity every time your employees finished training. Such programs will help employees and your company in a long run, but may not create instant results.
Setting a fixed budget for training
The learning and development department often have a fixed budget every quarter for training programs. Companies always cut budgets from training in hard times. Companies should know that if they cut budgets from training, this will eventually impact the productivity.
All and all, when you avoid these common mistakes, employees will be more engaged and responsive to their training in the future.