Cream of the Crop: How to Train Better Employees

Skills, training, knowledge picture

Skills, training and knowledge contribute to more effective employees.

When a company can significantly increase the number of higher performing employees, it will ultimately improve its bottom line. Therefore, it’s no surprise that large corporations spend millions each year on the latest information and techniques for training their employees to be top performers. Fortunately, a company doesn’t have to be listed among the Fortune 500 in order to dramatically improve how it trains its employees. Nor does a company necessarily need to spend millions to achieve excellent results from its employee training efforts. Following are a few tips that will take the average employee to that next level of performance and improve company productivity across the board.

Regular Training Sessions with Evaluations

If a company will implement a training program for employees, that program needs to include regular training sessions with effective evaluation protocols. In other words, a company must train and test an employee to ensure knowledge is being absorbed and utilized. If it becomes obvious that employees are not advancing with regular training sessions and evaluations, then serious thought regarding how to restructure the training to ensure a more productive outcome is needed.

Provide Meaningful Incentives

Although some companies may choose to ignore it, employees work for incentives. A paycheck is one type of incentive. Similarly, a training bonus is a motivational incentive. Incentives tend to provide an employee with a solid reason for trying harder and improving faster. Making an incentive time-based and giving an employee a shorter amount of time to greatly improve, really helps to drive rapid results in certain business settings.

Learning comes in many forms

Some people learn best by studying and practicing.

Determine How an Employee Learns

The assumption that one training style fits all people is erroneous and causes many problems in the business world. Some employees are audio learners and others need a lot of visual stimulation. Still others need to go through many examples before they catch on to a new way of doing things, and others pick things up best through actual hands-on experience. Engaging an employee with a training method that best suits his or her style of learning will inevitably produce a far more productive worker than training an employee using a style that does not interface well with his or her learning needs. Putting employees through test scenarios will often help to reveal which type of learning process they function and advance best under. Sometimes an employee will tend to do well under more than one type of training style, which could mean that such an employee is more flexible in the types of company tasks they are able to perform. Therefore, business owners and senior management  should always ask for employees’ input as well, since employees will typically be able to generate ideas regarding how to make learning easier on them.

The Right Trainer Makes a Difference

In the world of employee training, not all trainers are created equal. Some can be monotone and lifeless. Others have very enthusiastic voices and an engaging demeanor, much like call centers teach their best sellers to be. When a trainer is able to motivate and help troubleshoot employee concerns, a winning combination results that makes a trainer a great fit for the training role. Of course, a company may have to pay out more for this type of trainer, but additional costs are generally worth the extra expense over the long term.

Training is a key aspect of the success and performance of any business. If a company’s employees are trained to perform at a high level, the business should perform better overall, across the board.  Higher employee performance typically translates into consistently higher rates of business productivity and revenue. Initially, these results may cost a company more to achieve. However, this is an expense that is well justified through the maintenance of these types of results for years to come.

About the Author

Brooke Chaplan is a freelance writer and blogger. She lives and works out of her home in Los Lunas, New Mexico. She loves the outdoors and spends most of her time hiking, biking and gardening. For more information about training employees visit ASEA or contact Brooke via Twitter @BrookeChaplan.