How Important Is It To Choose the Right Training Method?
Choosing the best option from a long list of training methods for employees can seem daunting. But corporate training is essential for employee onboarding and employee retention. Figuring out what works best for your employees doesn’t have to be difficult.
Onboarding is a perfect moment to deliver training. A new staff member is bursting with excitement about joining your company.
They’re like sponges ready to soak up all the information they possibly can—about the company, the business, or their function.
Existing employees are also eager to extend and develop their skills. In any case, for the sake of learning effectiveness, the training method is as important as the content and activities.
On top of the different levels of employees that need training, we have an indisputable truth: everyone learns differently.
Some prefer to learn by watching, others by listening or reading and writing, and others by doing. Some learners change their preference depending on certain conditions. The topic might also influence the appropriateness of one method over the other.
Powered by technology, the types of training methods are numerous. And we didn’t discard any of the traditional training methods yet, because they do have their perks. Let’s explore the features of each training method for employees.
7 training methods to improve employee performance and productivity
Most training methods target more than one learning style, whereas some focus on one particular style. And that’s okay!
Because if you offer training using different types of methods, you’ll satisfy the styles of different employees. And unless the topic calls for a particular training method, you might even offer a variety of methods for a single topic.
You can also give your staff options to learn in different ways depending on the circumstances. For instance, they might wish to learn by listening on one day and by watching on another.
Below are seven of the best types of employee training methods:
1 On-the-job training
On-the-job training (OJT) is a form of training that takes place in the workplace. It involves teaching employees the skills they need to do their jobs while they are actually performing them.
OJT can include techniques such as job shadowing, mentoring, and coaching. OJT has several benefits, including increased employee engagement, motivation, and productivity.
Job shadowing involves allowing an employee to follow a more experienced worker and observe their work. This can help the employee learn new skills and techniques while also gaining a better understanding of their role within the organization.
Mentoring involves pairing a less experienced employee with a more experienced one. The mentor can provide guidance and advice, helping the employee develop their skills and knowledge. Coaching involves a one-on-one session where an employee is provided with feedback and advice on their performance.
2 Case Studies
This type of training is great for developing critical thinking, problem-solving, and analytical skills. The scenarios can be real or imaginary, but in the context of employee training, they all illustrate situations at work.
Learners read the case studies and then analyze and solve them individually or in a group. Some solutions might be better than others, depend on assumptions, and be either optimal or the best possible given the circumstances.
Although case studies allow your staff to learn at their own pace, they’re most useful for less complex topics.
E-learning is a form of training that takes place online. It can include webinars, online courses, and virtual reality. E-learning has several benefits, including allowing employees to learn at their own pace and on their own schedule. It also provides organizations with the ability to track employee progress and performance.
Webinars involve live online sessions where a trainer provides information to a group of employees. Online courses provide employees with access to a range of training materials, including videos, presentations, and quizzes.
Virtual reality involves creating a simulated environment that employees can interact with, allowing them to practice their skills in a realistic setting.
4 Instructor-Led Training
Whether it’s in-person or online, an instructor-led training session is very much based on the dynamics of a classroom.
Led by an instructor
With a presentation—just like a lecture
Although an academic-like classroom experience may not seem thrilling to some learners, the method has some significant pros.
Learners can ask the instructor questions that the materials don’t cover in real-time.
Instructors can monitor learners’ progress and engagement.
Learners and instructors can build a relationship with each other.
Complex topics are sometimes easier to teach in a classroom.
On the other hand, whether they’re online or physical, classrooms—or instructor-led training sessions—have some cons.
A high number of learners prevents the instructor from interacting one-on-one with all of them.
Learners can’t learn at their own pace since there are multiple learners in the (in-person or virtual) room.
5 Coaching and mentoring
Coaching and mentoring are forms of training that involve providing employees with guidance and support.
Coaching can involve performance coaching, where an employee is provided with feedback and advice on their performance. Mentoring involves providing an employee with guidance and advice on their career development.
Coaching and mentoring have several benefits, including developing employee skills and knowledge and promoting career growth.
Gamification is a form of training that involves incorporating game-like elements into the training process. It can include leaderboards, badges, and rewards.
Gamification has several benefits, including improving employee engagement and motivation.
Leaderboards involve displaying employee performance rankings, allowing employees to compete against each other.
Badges involve providing employees with recognition for achieving specific milestones or goals. Rewards involve providing employees with incentives for achieving specific goals or objectives.
7 Video-Based Training
Speed and efficiency—these are the keywords that propelled video as an employee training vehicle. Additionally, it became popular because it can be way more interesting than traditional training methods. It’s highly engaging and can be entertaining as well!
Animations raise information recall to impressive levels. Live-action videos are great for demonstrations. Webinars and screen recordings of step-by-step procedures can take a simple list and turn it into an entertaining, story-based how-to.
Video-based training is easily accessible and repeatable—the employee can watch the video as many times as they need. Also, it doesn’t require an instructor.
Choosing the right training method for your employees is integral to effective training. And you might find value from using varied training methods. It all depends on why you’re delivering the training program and to whom.
The suitability of your training methods to your goals and audience is indispensable to the success of your training program. Finding the right training method makes your employees more skilled and aligned with their job and your company.