Training Methods to Boost Employee Performance and Morale
Professional development opportunities matter to employees. One study found that 91% of high-performing workers said it is important that their employer offers learning and development opportunities. By training employees on techniques in the workplace, companies can easily improve their workers’ performance, motivation, and morale.
Plenty of companies know the importance of employee training and professional development, but they don’t know how to implement them. There are several different training methods that businesses can use with their staff, and each one has its pros and cons. Businesses should choose one that fits with their available resources and their employees’ learning styles.
Effective Employee Training Methods
The e-Learning training approach consists of online training programs that can be accessed from any device. The trainee has full control over when they access courses and how fast they move through them. With learning management systems, businesses can easily create courses and track employee progress. E-Learning is a blend of several different types of training programs, including instructor-led, active training and videos. Video training is quickly becoming the most widely used and most effective way to train employees.
Many businesses use e-Learning methods because of their flexibility and convenience. Employees who live in different geographical regions or time zones can participate in the same course together. Trainees can learn at their own pace, and they usually have better knowledge retention because they are guiding their own learning. E-Learning is also very easy to scale, and does not require a lot of resources to get off the ground.
Trainees who participate in e-Learning methods miss out on the face-to-face interactions of more traditional teaching methods, but they can still interact with the trainer and fellow trainees through webinars and online discussion boards. With some programs, it can also be hard to know if trainees are engaged with the material.
Instructor-led training is what typically pops into people’s heads when they imagine a traditional training style. In this method, a trainer guides a lecture or discussion at a venue. That venue could be an office or a conference room, but typically all trainees must be present in order to learn.
This type of training is appealing to businesses that want trainers and trainees to build relationships with each other. Instructor-led training, or classroom-based training, is very personal. Trainees can interact with the trainer and fellow trainees, and can discuss topics and ask questions in person. The trainees receive first-hand information from the mouth of the expert. Seminars and conferences also fall under the instructor-led training umbrella.
Although instructor-led training is a more personal training method, it can be hard to scale that level of personalization. When there are too many people in the class, the trainer usually struggles to help everyone individually. Plus, trainees who have different learning styles or different learning paces might find it difficult to keep up or remain interested. Video is a great way to combat this. Seeing a task done correctly, and then doing that task and teaching it back to a mentor or manager, is highly effective.
Experiential training uses hands-on teaching methods to educate and train people. The trainee dives right into the work and learns by doing. The training can take place in real life or in a simulation. Either way, the trainee learns relevant information that helps them specifically with their role. Examples of experiential training include on-the-job training, job shadowing, mentoring, role playing, and equipment simulations.
People participating in experiential training programs usually master the material quicker than those who are going through other forms of training. Trainees also tend to be better at information retention because they are actively focused during the entirety of the training session. Some people prefer experiential training because they learn better through hands-on experiences.
But experiential training is not for everyone. Some people find it challenging to jump into the work without having a full understanding of the task. Experiential training can also be difficult for businesses to employ. It can require a lot of manpower, especially for job shadowing and mentoring, which are typically one-on-one in nature.
Active training is all about putting learning in the hands of the trainee. An instructor acts more as a mediator than as a teacher. The lessons are open to interpretation, which supports critical thinking among participants. Trainees are encouraged to participate in the discussion and take action in order to learn. Workshops, group discussions, case studies, and learning by teaching are common learning approaches for active training.
Because trainees are in charge of their own learning, active employee training can be very empowering. Employees tend to be more motivated in active training because they can focus on their own personal development goals. Trainees also improve their interpersonal and collaborative skills during active training exercises.
Group discussions and interactions can be great for some employees, but not for all. The active training approach can be difficult for introverted individuals who are nervous to make their voice heard in a crowd. Active training is also more difficult to manage, because every single person is having their own experience with the information. Lessons are based on the current trainees’ needs, which makes it difficult to plan or stick to a set schedule.
Businesses should invest in training to improve employee experience, because ongoing education helps workers learn new skills and take on new projects. E-learning is the easiest training method to employ and to scale, and it is a highly effective technique. LearningZen is a learning management system that allows businesses to easily create company trainings. Learn more at LearningZen.com.