6 problems with training and solving them in a professional way
Even so, it is very difficult to provide training in the right way . It’s very easy to spend training budgets completely on attractive courses and programs, Otherwise, as soon as the employees return to work, You will find that their skill experiences have not been enhanced and their performance has not changed.
But what are some of the most common problems in training and how can you solve them?
1- Each company uses the same trainers
Imagine the next scenario with me. Imagine that in your field, there is only one organization that offers sales training. Its methods are well demonstrated and have a reputation for being able to cover the various skilled experiences allocated to sales that require an upgrade. In addition, it has huge certificates from many competitors. Is it the institution you’re going to emulate? Isn’t it?Well, if all you can do is give your employees the same training as your competitors, In any case, you keep updating your employees, Otherwise, where’s your custom massage feature? In exchange fordoing so, you lack how to get past the competition.
Solution:
If you can analyze your training needs accurately, you should be able to devise a solution that would give you a competitive advantage over others. Does your sales club need general sales training, Or is there one or two fields you’d like to improve? As an example, leadership or increased premium deal?Don’t be afraid to listen to a smaller vendor, who appears to offer a more specialized solution. With specialists focusing on a limited skill set, you can create a team that defeats competitors in the necessary areas of interest to you.
2- Training that targets low performance and not high performance
Training is almost permanent on the agitation of many weaknesses, in return for strengthening strengths. That makes sense. If we can get a majority of four to seven, This should be a bigger gainthan the acquisition of a small number of high performers from eight to 10.
However, That thinking is wrong. You’ve heard about rule 80/20: In business, 80% of your output comes from 20% of your input. This means that most of your profits come from a small number of high-performing employees.Sending the best performance to a general training aimed at a simple employee is one of the most common problems in your workout and is useless to a great barrier. High performers usually do the basics subconsciously, They are likely to absorb little recent skills from general exercise.
They have also come up with their own methods that work very well with regard to them, which often does not correspond to the standard approach.
Solution:
Spending time and money to upgrade the majority from “moderate” to “good” will not give you the gains that modifying the best performing institutions will do. As an example of this, You might consider sending the best employees to the advanced sales exercise to improve their performance from good to excellent.Pal in the use of outstanding trainers to work closely with the highest performance. In any institution, it is counted that the performers are the ones who really lead the results, Every pound written off on strengthening their skills will result in a huge investment.
3. Training does not mean involving employees only
In order for staff to actually learn something, training should be interesting, (minimum in parts) fun. Professional training is usually barren, and ends up being tacky.Many training courses take the appearance of seminars that employees end up with, and employees do not feel integrated. And when the employees are not really aligned in training , They don’t learn. They may be resentful of that, And maybe also as a result of being forced to do so.
Solution:
Carefully select trainers and programs that activate and urge. If you can, look for certificates and comments from attendees. Do not sell too early without delving into the reports of an actual training endeavor — with little research, It won’t be too hard to filter out inefficient programs.
4. Training is not intended for learning
Too bad Most enterprise exercise programs are based on very old educational principles. It is not easy for the employee to study 20 hours of materials with some exercises that are written off, They return to work with a fully integrated, modern professional group.
Education specialists know that learning results in the passing of time, With straight, practicing, helping and returning food. If you would like employees to retain the skills that are completed in the exercise and updated , They must be able to continue their learning throughout the effort.
Solution:
Give your team opportunities to take advantage of what they’ve learned. It therefore indicates that your organization requires dedicated activities to support it in the practice and application of recent skilled expertise. Choose a store ownerthat lets continue, Or at the very least provides materials and tips to improve continuous skill experiences in the work atmosphere.Ask traders specifically about How to make sure that the employee will improve those skilled experiences after the effort. Sight should be to vague or poor answers, Besides “They will get everything they need to know on our path.”
5. The employee does not benefit from the training after the completion of the training
Ideally, trainers will have experience themselves as managers in the forms of institutions they provide training for. These trainers are closely aware of the skills needs of the employees, And they speak their language. And with that , These coaches are rare to a barrier .
In fact, most trainers come from educational backgrounds or have a relationship of psychology , They worked as teachers in one form or another in their full careers. Few of them have extensive experience in business or management.And as a result, They often speak a different language from employees. If your team comes back from training and shows their frustration, Or I heard the mutters of ” about Domain’s poor training,” You chose the wrong store owner .
Solution:
Trade with trainers who actually speak the same language as your employees. When thinking about traders to contribute , Ask yourself, “Do these individuals really realize what practices we do?”If they seem to belong to a purely training background, they are not able to communicate well with your team – which means deteriorating learning and not being able to strengthen skill experiences in the wake of learning.
6. Poor training
Training must be very suitable for the employee. In different years, he completes the waste of millions of pounds of training fees because the attendees complete their training in the wrong skills, or skillful experiences of the situation in the wrong age .The director or the organization determines the poor performance, But they do not take the time to think and determine the real argument behind the diminishing performance. It is possible to pay riches in general training to fix the problem — for example, Sending everyone to the club construction training, Or learn “personal skill experiences .” It is less presentthan that comprehensive approach.
Solution:
Focus well on the training needs of your business. Who requires an exercise , And what exactly do you want? Will they be able to learn and implement these skills immediately after training, Or will they wait a year before they have the opportunity to use it?Careful needs analysis before sending your employees to a training program can significantly boost roI.
