Many educational programs bring only a minimal long-term value to companies. The reason is simple - employees forget what they have learned because they are not able to apply it in practice within their daily activities. The mistake must, however, be looked for right att the beginning when a program is composed. For your training program to succeed, it must be based on the specific business goals of your company and must be measurable. You should know where your company wants to move in a year or two or five years and find gaps in your employees' skills.
Do not rely only on your employees' wishes
Employees should certainly have some room to choose their educational activities themselves, but it should not be the only one. Your task is to identify what should be improved and also to personally explain why it is important in the context of the long-term strategic objectives of the company. Participants in your educational programs should know what is expected of them before, during and after each program. They should have personal development plans including measurable goals, too.
Agree on the ways to introduce new skills into practice
Each training program should have a practical application. Employees, therefore, need to know how to aplly the newly acquired knowledge and skills in practice. This should be discussed in advance, within the preparation of the program. It is too late to discuss it after completing the training.
Measure results
Your efforts to train employees have no sense without measuring. Top management needs to see what is improving and what is the return on investment. Therefore, clearly define the criteria for success in individual development plans. Watch the reactions, satisfaction and planned next steps of participants immediately after they pass a training. At regular intervals, then run tests or simulations to be sure how the new skills are applied in practice.
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