Is Training Effective? How Do You Know?
Posted on June 24, 2013 by TNS Consulting Team (via Scott Spayd)
Developing any kind of training at your organization is not an easy feat. There is a whole lot of planning and creation that must take place. All of the time commitment before the training takes place combined with conducting the training adds up to a big job. Many leaders and skeptics often ask the question, “Is training really worth it?”
The answer is that with training, you get as much as you put into it. If you choose to just “wing it” with training and don’t really have a plan, it is likely your training will not have the results you initially intended. However, when training is well thought out, accessed, and developed properly, it can make such a difference for employees.
I have been fortunate enough in my young career to train employees during new hire orientation as well as some refresher training sessions with employees. My experience has been that why I am the one delivering the training, I have to take it seriously. What do I mean by this? I have to go into new hire orientation with an understanding that what I am telling our new employees is important and makes a difference. If I go into the training with a lackadaisical attitude that it is not very important, the employees can easily pick that up.
Part of what makes training so important is that it provides an opportunity for the organization to mold their employees. If an organization is going to train on a topic such as sexual harassment, that is the organization’s chance to set things straight for their policies.
Is training effective? I firmly believe having been an observer at many training sessions in my life that the answer is no. And this is unfortunate because organizations invest a lot into training, even if it is just in paying employees to attend training rather than working their shift.
How can we know if our training was a success? Tests throughout training sessions are an easy way to uncover how much employees learned or didn’t learn from training. Knowledge checks are the most common forms of tests.
It is also important to get feedback from your employees who sat in on the training and were participants. Have them complete a survey that examines different aspects of the training such as presentation, topics, length, speaker, etc.
Do you think most trainings are effective? What would you do if your organization gave you full reigns to do training?