70% of employees forget what they learned 24 hrs after training, according to current research. You’re an employer, so helping them retain what they learned in training is really important, right? After all it’s vital to your company to equip employees with the learning needed to competently do their jobs, keep pace with trends, and deliver excellent outcomes. So employer, manager, or HR professional, why is it YOUR job to make sure they’re trained? Let’s get to the real issue here. Employees expect their employers to…
- Identify the employee’s training needs
- Provide training
- Remind and hound them to attend
- Pay for their training, and
- Entertain and stimulate them enough so they retain what they’ve learned
Let’s get serious. What’s the employee’s part in all this? What accountability do they take in any of these 5 points? When did having a job turn into something between apathy and abdication for one’s own development and growth?
Time for employers to revolt. Stop “holding” your people accountable (that doesn’t work anyway). Instead work to instil attitudes and behaviours in your people that will lead to…
- Creating or co-creating with HR a training plan
- Identify preferred T&D approaches
- Enter it themselves in their calendars, and
- Put some skin in the game by paying a % of training costs
If points 1-4 above happen, employees will more likely pay attention during training, make sure to apply what they’ve learned immediately, leading to better retention of the learning, and… wait for it… superior outcomes. And if your employees aren’t committed to this, their own growth and development for best performance and increased likelihood of future employability, then do you really want them in your company?
You’re a leader. Maybe it’s time for some unconventionally thinking, and shifting away from increasingly less relevant business beliefs. Do you want to explore how to more effectively manage the leadership concepts of accountability, engagement, and empowerment? Then drop me a line.