The key to building a successful employee training programme

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One of the essential element of any successful business is well-trained employees.

Skills, training, experience and knowledge are always in high demand. Efficiency and safety are the names of the game and the more productive an employee is, the smoother and safer things will run.

Whether they are serving customers or operating heavy machinery, the more familiar they are with their work, the easier time employees will have doing their job and familiarity is all down to training.

Employee training can encompass any part of the business process

Employee training can encompass any part of the business process: Tools, legal, public relations, anything goes depending on the industry and the niche in question. Getting the best out of your employees will also result in greater workplace satisfaction.

People like getting things done and making a dent in the universe. The best way to do that is to master their role. Coming up with an effective training plan, however, is rarely a simple task, especially when done en masse.

To that end, here are some of the key points to go over when developing an effective training strategy.

The plan


Before committing to a training regiment, you first need a plan. What is it that employees need to learn? How can you trim all the unnecessary information and transfer only the relevant knowledge? Structure the training process around these questions.

Your programs should begin with the simplest instructions. As employees progress through the procedure, gradually build on established knowledge and introduce more complicated structures. Building on previous knowledge should be seamless so as not to leave any room for gaps.

If employees have certain oversights in their knowledge, further training may be ineffective. Make sure that they have an adequate foundation of basic skills.

Stepping up


Putting together clear procedures for all employees is crucial in specifying how, when and where something is meant to be done. There are multiple steps one can take in order to put together such a procedure.

The first step is identifying the tasks employees need to get done. Then, break down the aforementioned tasks into baby steps and make them as crystal clear and transparent as possible. To have an objective perspective on this endeavour, have an impartial employee check for these traits and adjust accordingly.

Find out who would be the best person to deliver the training regiment. Different people have different strengths and weaknesses so make sure to identify all of them and put them to good use. A single person will never be able to properly teach everyone everything.

Make sure to have the best person for the job. Training requires certain resources to be allocated to it. Supplies can be managed, while time cannot be bought or borrowed. If you are hiring new staff, chances are you are in haste for them to start creating value.

Some employees are different and comprehend things differently

The reality is, you will need to allocate a certain amount of time, resources and tools in order for the training program to be successful but it's a cost that will pay for itself very quickly. Some employees are different and comprehend things differently. It is only fair to try and adapt their way of thinking as opposed to trying to fit them into a mould.

The reason for this is that you're trying to instil knowledge in them without stifling their creative potential. The corporate training models themselves are highly subjective depending on the industry and niche your employees will be working in. It can include any number of activities that are necessary for developing the desired skills.

Whether it is online training, hands-on practice or roleplaying, use the method best suited for your particular needs and situations. Finally, make sure that the knowledge actually sticks. It is not enough to throw information up in the air and hope that something will ignite on its own.

Ensure employees actually grasping and internalizing the knowledge you are trying to instil in them. After a completed segment, give employees tasks where they can use their newly-acquired information. This will help them feel immediately confident in their own abilities and will give you insight into the turnover rate of your training programs. Make sure that they are keeping and utilizing their knowledge to the best of their abilities.



The line of communication for these types of endeavours needs to be clear in order to demonstrate purpose, relevance and value. Instead of giving a quick run-down on what the responsibilities and expectations are, take the time for the employee to internalize the information.

As we  previously mentioned, employees have different methods with which they learn. Some are visual learners and some are auditory while others work best with a printed manual or a book.

You need to establish a robust communication channel

You need to establish a robust communication channel for all of these methods to ensure that everyone gets the information. Combine demonstration and hands-on sessions with visual and auditory queues for a maximum effect.

A great information distributing system is the FAQ (Frequently Asked Questions). It is a very efficient way of getting the simple, most frequent issues resolved quickly so that everyone can move on to what matters. Provide employees with the first-step procedures in much the same way to get everyone started right away.


Training is the necessity every business must conduct in order for it to function smoothly, safely and without hiccups. It will establish a sense of teamwork, encouraging employees to feel like a part of a collective.

A well-oiled machine works much more smoothly than a simple sum of its parts. Follow these basic principles to formulate your own training methods and your staff will be very thankful. 


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