Providing employees with the right training is crucial to their professional growth and success. It helps ensure they have the technical knowledge and skills to do their jobs well, and it gives them the confidence they need to work independently. But while the benefits of employee training are numerous, it’s not without its challenges.
Training challenges can arise both from internal and external factors. Internally, L&D professionals must overcome obstacles to develop meaningful learning programs that can drive company growth and remain relevant in the ever-changing business landscape.
For example, one of the biggest training challenges is ensuring that employees receive the right information in the most relevant format. A lack of relevance or clarity can lead to a failure to understand or apply what they have learned. Additionally, it is important to take into account that people learn in different ways, so L&D teams must adapt their training programs to meet the needs of all types of learners.
Another challenge that L&D professionals face is proving the effectiveness of their training programs. While it is not always easy to demonstrate ROI, a clear plan for how training will help employees perform better and increase productivity should be in place from the outset. Often, this involves developing a set of metrics and measures that can be tied to specific training initiatives.
A third training challenge is keeping employees engaged with their training. Employees are often already busy with their day-to-day responsibilities, making it difficult to fit in training sessions. This is especially true for manufacturing workers who must be able to disengage from the production floor and spare time away from their roles to attend a training session. Research shows that it takes up to two hours to regain concentration after a workplace interruption, so it is essential to reduce these interruptions as much as possible.
Fortunately, there are several solutions to these training challenges. For example, utilizing real-world, industry-relevant scenarios can help keep employees focused on the subject matter and make it more relatable. In addition, learning modalities like micro-learning, lunch-and-learns, blended training, and self-directed e-learning (with post-training development assignments) can also be effective. Lastly, it is important to communicate the value of training sessions with employees throughout the process—before, during, and after training—to reinforce its importance. Apty’s Digital Adoption Platform makes it easier to engage your employees with on-screen guidance, tooltips, and announcements that are customized for each individual. Träningsutmaning