7 Powerful Employee Training Tips – from Dale Carnegie

[To comment: larry at larrylitwin dot com]

Dale Carneigie’s Anita Zinsmesiter has come through again. First this from Dale’s people:

  • Word count for this issue: 571
  • Approximate time to read: About 2.2 minutes @ 250 words per minute 

The better trained your employees are the stronger of an asset they will become.  And the more productive they are, the more engaged they will become in your business.  

Continued Training Has Direct Impact On An Employee’s Productivity.

Great leaders know they can’t expect a new employee to walk in the door and possess the exact skills and knowledge needed to perform their job.

While jobs might share the same title from business to business (e.g. “project manager”) they always differ slightly based on the unique culture every business develops.  That is why continued employee education is crucial.

Click Here To Read Dale Carnegie Training’s Study On Employee Engagement

1.  View Training As An Investment, Not An Expense – Many businesses dismiss the idea of training because it seems like an expense rather than an investment.  This is simply not true.  Ultimately, the long-term benefits of employee training far outweigh its immediate costs.  And when you factor in the importance of employee retention, the value of training becomes self-evident.

2.  Get Everyone’s Feedback – As you roll out your training program, survey your staff to get their feedback about the training program’s content, venue, testing methods, etc.  Using survey tools in combination is best, i.e., anonymous e-mail or face-to-face conversations.

 3.  Be Aware Of Generational Differences – As the workforce becomes increasingly multigenerational, employers need to adjust to each age groups working habits.  Catering to those generational differences will ensure that your employees are learning in a way that best suits them.

 4.  Get Management To Support Training – Obviously, an employee training initiative cannot get off the ground without the support of management.  Furthermore, when management gets involved with an initiative, employees tend to show more interest.  Otherwise, they might be hesitant and view continued training as a criticism of their skill sets.

 5.  Start Training Projects Off Small Or As A Pilot – Getting in over your head right from the start is a surefire way to see your training program canned immediately.  It is best to work the kinks out of the new initiative by starting out small.  Benchmarking a developing training program with a handful of employees exposes weaknesses and shortcomings in its design.

 6.  Choose The Right Instructors To Lead Training – There are really only two options when it comes to employee training instructors: Either you outsource the job and hire a professional trainer or you select a knowledgeable staff member who is charismatic and engaging enough to be an effective teacher.  Either way, the person leading the employee training needs be a capable educator.

 7.  Measure The Success Of The Employee Training – Measuring the efficacy of your employee training might seem difficult, but it should actually become apparent in a number of ways.  If after employee training you notice an increase in profits or employee productivity, take it as a sign that the employee training is pulling the weight of its cost.

Executive Summary:  Any businessperson not learning in today’s fast-paced and competitive economy is sure to fall behind the curve.  Additionally, if you are not willing to help hone your employees’ skills, who will?  Remember, strengthening your employees’ skills is never an expense; it is an investment — and your employees are your greatest asset. 

[To comment: larry at larrylitwin dot com]