Without a doubt, employee training and performance are closely linked. In an article from Cornell University, it reviewed multiple human resource authorities and found that there was compelling evidence that investment in learning and training results in multiple benefits to the sponsoring company or organization. Some of the statistics quoted in the article about how training and development affect employee performance include:
- 55% of employees consider career growth and opportunities more important than salary.
- 41% of employees think that boring training programs can hinder learning.
- 94% say they would stay at a company longer if it invested in their learning and development
- 76% are looking for career growth opportunities, and investments in training may help keep them motivated and inspired to work harder and be better at their job
- 40% leave their job within the first year unless they receive training and education from their employer
- 74% feel they are not reaching their full potential unless they receive training from their employer
Investment in training not only has a positive effect on employee performance, morale, and ambition, but it is also good for the bottom line. The same article stated that companies that proactively offer learning and development opportunities can have 218% higher income per employee than companies without formalized training.
It also stated that companies can have 24% higher profit margins. From a leadership perspective, companies that invest in next-generation leaders through learning and development are nearly two and a half times more likely to hit their performance targets.
How employee training improves performance
The effect of training and development on employee performance is significant and can positively impact an organization’s success. When employees receive proper training and development opportunities, it can lead to various benefits for both individual employees and the overall business.
Training and development programs enable employees to acquire new skills and knowledge, enhancing their competence and enabling them to handle tasks more efficiently and effectively. Well-trained employees are also more productive, as they can perform their duties with greater proficiency. They are also more likely to have the necessary skills to handle new challenges, adapt to industry changes, and think more innovatively and creatively.
Peer-reviewed studies show that new manager training increases role clarity, strengthens decision-making, and helps managers build psychologically safe, equitable teams. Early training also reduces the anxiety new leaders often feel during their transition by providing clear frameworks, scenarios, and tools they can apply immediately.
In terms of job satisfaction, employees who receive training and development opportunities are more likely to feel valued and motivated, which typically leads to higher morale and lower turnover.
It is important to note that not all training is created equally. The quality of the training, its relevance to employees’ roles, management support, and the overall organizational culture can either detract from or enhance these benefits. Businesses need to design and implement training programs that align with their specific goals and the needs of their workforce.
Designing training and employee development for improved performance
When looking at how to design a training program that will grow the skills of your employees and meet your organizational needs and goals, here are some tips on how to get started.
Identify training needs
Talk with employees to understand their current skills and experience and where they feel there is a gap. Talk to the employee’s manager to also understand the employee’s skills and experience and where they could grow. Also, upcoming projects or corporate objectives should be considered to identify where there may be gaps that could be addressed with training.
Consider also observing the employee doing a job or reviewing their output and results to look for gaps or opportunities to enhance existing learning courses. For client-facing roles, customer feedback can be a valuable source of insights.
When identifying a gap, consider whether the issue is with the availability of training, the quality of existing learning and development programs, or if the organization’s goals and standards have changed, resulting in a perceived learning gap.
Types of training that you may have to consider include:
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Instructor-led, virtual or online training
While the pandemic has made virtual and online training more readily available and acceptable, it is not always the best choice. For some types of learning,
is still the most effective form of training. Also consider hybrid approaches where instructor-led training is provided after a series of assignments, web-based training, self-study plans, or cross-training by a colleague first.
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Define training objectives
Define and document your training objectives and success criteria at the start. Write simple statements about what the employee can do or know after the training.
Identify training KPIs
In addition to qualitative objectives, decide how to measure whether the employee has achieved the desired learning objectives and whether the overall training program aligns with your corporate goals. Key Performance Indicators (KPIs) to consider include training attendance rate, course completion rate, post-training assessment results, learner retention rate and job performance impact.
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Create the training program
When you set out to build a training program or a course, you first need to segment the audience or the role of the learner and then design the flow of tasks that the learner needs to know. You accomplish this through a job task analysis exercise done with input from subject matter experts (SMEs).
The result is typically a learning path if the role requires multiple pieces of content, or a course outline at the beginning of a single course. Once complete, you develop the course outline(s) and eventually build the content (course content, handouts, graphics, scripts, test questions, etc.).
The next step is deciding how you will deliver the content. Will you be using PowerPoint slides, videos, or an online course? You will need to plan for each piece to be reviewed by subject-matter experts and, if necessary, tested to ensure it meets the intended objectives.
If you are looking to deliver instructional-led content, you will have to consider logistics like:
- Delivery style, exercises, and interactivity
- Training room, facilities, meals, etc.
- Equipment for the instructor (projectors, screens, flip charts, etc.)
- Tools for the learners (workstations, tools, etc.)
- Layout of chairs and tables for learners
Evaluate the training
This is one of the most important aspects of the training program. It is important to ask the participants for feedback about the training. You want to evaluate from the perspective of the learner whether the course
- Achieved the course objectives
- Topics were relevant
- Trainer was effective
- Met the learner’s and their manager’s goals.
The feedback should be used to improve your instructional design and delivery.
Encourage continuous improvement
As technologies, tools, and corporate strategies evolve, it is important to continually seek ways to expand training to improve employee performance.
Encourage your employees to look for upskilling, and training and development programs that will expand their capabilities. Leave the door open for learners to seek new and innovative ways to learn. This will not only reduces the burden on the organization, it also encourages more enthusiasm and engagement from employees.
Employee training – Worth the investment
In many organizations, employee training is an activity that gets bundled into the to-do list for product management, engineering, or customer support. While this may seem cost-effective, when you consider what it takes to create an effective training program and the potential benefits on employee performance, effectiveness, and morale, it is worth rethinking that strategy.
Are you thinking about investing in your employees through training? We are called LearnExperts for a reason. Our team has decades of experience creating and growing successful training, learning, and development programs, and we can help you. Send us a note, and we would be happy to work with you.
