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Nothing frustrates an employee more than when they’re expected to do something that they have no training for. And as we all know, frustrated employees become disgruntled employees who eventually start looking for new opportunities elsewhere. How can they be expected to perform well when they’re unprepared to do so? Here’s why training is essential to retaining employees and how to provide Just-in-Time Training.


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How To Training Employees When They Need It

1. Assess what you need

Gather some data about your current workplace issues. Interview your employees, ask them what they need, examine work performances, and determine where there are gaps and weaknesses. Imagine what information would be most useful to them in during the workday.

2. Evaluate what you have

Look at any training you already have in place. What’s working? What’s not working? And look at any issues you’re currently having in the office. Are their personal conflicts? Projects that could be done better? Projects that are kind of patch-worked together by various efforts? In other words, ask yourself what information and skills would help your team work more efficiently and productively, turning out a better quality product.

3. Organize the curriculum

You probably have a variety of categories, such as orientation, company values and procedures, applications and programs, sales, leadership, or customer service. Group your training this way and make it searchable. Your employees should be able to access the information quickly and easily so they never hesitate to tackle a new topic. If you have the means, make it mobile-friendly, so they can use it even when they have a free moment at home on the weekends.

4. Make bite-sized content

You want your employees to be able to access the information when they need it and to take in small amounts in short periods of time. They’ll probably be taking it in either in a pinch or during short breaks here and there. Most employees won’t have more than an occasional hour a few times a week to learn some new material. Small chunks also make It easier to learn and remember.

5. Simplify with examples

People learn best with real-world examples that they can relate to. Otherwise straight information without context is useless. But when you show them how they can apply the new information, they can learn and figure out how they might use it themselves.

6. Plan what else you need to add

As you progress with your training, figure out where the gaps are. Are there skills that your team is still missing? Are there projects that are still being completed sub-par? If so, then you need to add more training or strengthen the categories you already have.

7. Make the assessments voluntary  

If, at the end of your training segments, you have quizzes or some sort of assessment, make them voluntary. They’re not something to be used or graded, but just a tool so your employees can evaluate how thoroughly they learned the information.

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