How to Increase Employee Profiency?
The following are some of the ways managers can make employee training more effective.
Set the Right Example
In every organization, lower level staff will take seriously the things they see their managers and senior executives are committed to. As persons who are regularly in the presence of the employee, managers are in a good position to set the right example and demonstrate to workers why a particular training program is a necessity and a priority.
Whereas a manager is usually the subject matter expert on matters pertaining to the department they lead, there’s never an end to their acquisition of knowledge. They can, therefore, help foster a culture of learning by attending trainings of their own. Also, managers can assess an employee to confirm they are applying what they learned during a classroom training.
Share Deep Insights with Employees
When someone is hired, there are tasked with a specific job. Training, while important, is not the primary reason they are expected to report to work every morning. Often, the total number of class training sessions an employee will attend is less than a dozen hours in a year.
This can provide a good foundation but falls far short of the depth of knowledge the employee needs to make the right decisions when working. Managers are therefore an invaluable point of contact to provide deep insights that cannot be covered during training sessions. They can leverage their experience to provide detailed explanations to the employee.
On the Job Practice
Once an employee attends a training, they’ll return back to their department to continue with their everyday tasks. How beneficial the training will be to them depends on whether they’ll get an opportunity to apply the information they received during the training. The additional knowledge and skills will all but disappear if it isn’t practiced.
Managers can help in this regard by ensuring an employee is sometimes assigned duties that are in line with the training they received. This gives the opportunity to see how the new knowledge directly applies to their everyday work. They are thus less likely to forget it.
Keep Track of Training Goals
Effective training should follow a logical sequence. For entry-level new hires, training will often cover the basics of the organization, department and their work. As they stay longer in the business and move up the ranks, their training should transition to more technical and managerial ones in line with the gradual progress recommended by Kanban principles.
The manager is the one person who keeps close tabs on the employee’s training history and interacts with them on a daily basis. They are therefore best placed to know the most ideal training their staff should attend next. That ensures the employee attends training that’s relevant to where they are in the career ladder.
Businesses that underestimate the role of a manager in employee training and development will have only themselves to blame. Managers know the employee’s training needs and can provide invaluable input in ensuring the trainings an employee attends have practical application.
When managers are incorporated in training programs, employees are likely to take it more seriously too. Ultimately, it’s good for business thanks to better employee satisfaction, higher productivity and improved ROI.