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8 Employee Training Tactics That Actually Work

8 Employee Training Tactics That Actually Work

Use these eight training tactics to create an engaging and successful employee training program.

  • An effective employee learning and development program can lead to greater employee retention.
  • Employee training programs must be tailored to meet the needs of each employee.
  • Examine your employees to see which training tactics are most meaningful to them.
  • This article is aimed at business owners and managers interested in creating or improving their own employee training programs.– Every new job has a learning curve and every existing job evolves over time. Continuous learning and training help employees develop their skills and ensure that your team grows with their roles instead of stagnating. Furthermore, the Work Institute found that a lack of professional development is the main reason employees leave their jobs. If you want to attract and retain the best talent, you need to create effective training opportunities for your employees to learn and develop their skills.

As with any business process, the type of strategies used to train employees affects the effectiveness of that training. While running a long PDF or presentation may seem like the simplest training method, there are other training methods and strategies that can help employees stay more informed by staying engaged and motivated throughout the process.

1. Set employee expectations.

Poor communication limits an employee’s ability to work at full capacity. One of the best strategies for training new hires is to define employee expectations and communicate them clearly. Setting expectations means that you and your employees will be on the same page. It also gives the employee the opportunity to ask clarifying questions. Immediate open dialogue not only informs the employee of expectations and operational procedures, but also sets the tone for future learning and workplace interactions.

2. Offer micro-learning initiatives.

Increasingly busy hours and shorter attention spans make it harder to find time to learn and grow rich in the workplace. That’s why microlearning – short, focused, and often interactive learning initiatives split into three- to five-minute segments – has become so popular with the modern workforce.

Matthew Brown, director of people and culture at talent development firm Schoox, said microlearning forces companies to “deliver the most meaningful and critical content in a condensed format designed to be snackable and accessible in the moment.”

Due to the format, microlearning is often best applied to simpler, more informal training needs rather than complex skill sets.

3. Offer e-learning opportunities.

E-learning opportunities are a great way to make learning more accessible to your employees. These allow them to learn from anywhere, which is especially useful if you have a remote or hybrid workforce. Flexible working has become commonplace for many companies, and that flexibility should extend to learning as well.

“E-learning strategies make the transfer of learning from the company to frontline employees significantly more efficient and impactful,” Brown told Business News Daily. “Especially in today’s fast-paced and highly distracted world, we learn in more ways than ever. Being able to deliver the content your employees need when they need it is critical to your success. ”

Darren Shimkus, former president and general manager of Udemy for Business, agreed that e-learning works because it allows employees to control their experience, which means learning at their own pace, at their own time and on topics that are relevant to them. .

“Online learning provides that flexibility and a low-pressure environment that makes it easier for students to succeed,” said Shimkus. “At Udemy, we’ve seen students download more and more course content … to consume on their mobile devices on the go. Organizations can only benefit from integrating online courses into their existing learning and development programs.” “.

4. Allow new employees to follow their colleagues.

It’s one thing to have someone tell you how to do a particular task and another to try it out for yourself. Demonstrating and practicing how to do that task on the spot can be the most effective way to learn. Melissa Cohen, Unbabel’s vice president of communications and former managing partner of Metis Communications, said she integrates hands-on observation into the new hire process.

“The monitoring process enables students to better retain information by applying the skills they have learned in real time and translating them into their daily activities,” said Cohen. “It also helps new team members experience responsibility in a risk-free controlled environment, all by building trust.”

5. Hold individual meetings.

Kathy Thiessen, senior vice president of operations for 101 Mobility, said bi-weekly structured meetings between an employee and their supervisor have been a very effective training method for her team.

“Our leadership team adheres to that timeline to show our trustworthiness and our investment in team success,” she said. “Employees are required to bring their own agenda to start our training discussion.”

In these meetings, Thiessen said Mobility’s 101 employees focus on skills development opportunities and building self-identified strengths. “I like to close those meetings by talking about the bottom 10% – things that are difficult to discuss or topics that an employee might be reluctant to discuss,” he added. “This must be done in the knowledge that their confidentiality will be respected.”

6. Start a mentoring program.

Employee mentoring programs can be helpful for personal and professional development. Pair each new hire with a mentor who can guide them in their careers. This type of program can also help new employees acclimate to the corporate culture. Give employees someone to turn to if they have a problem, without fear of being judged. The mentor can help educate the employee during their tenure at your organization and guide them to the resources they need.

7. Host lunches and learning sessions.

Some employees learn better in a more relaxed environment. Many companies have embraced the concept of a lunch and learning session, in which a team member or someone from another company delivers a short seminar-style presentation while refreshments are served. It doesn’t even have to be a full lunch: Cohen said Metis Communications offers optional 45-minute Bagels or Beer ‘n’ Learns in the office and via video chat for its employees.

“In these sessions, a senior team member typically creates an engaging, interactive and informal presentation on a topic she has personal experience with and then opens it at the end for further discussion,” she said. “Such sessions typically lead to brainstorming between the group as well as open and comfortable communication between team members of all experience levels.”

8. Offers video training.

Video training is becoming more and more popular among the younger generation. The LinkedIn Learning Workplace Learning 2021 report found that Generation Z students viewed 50% more hours per student of learning content in 2020 than in 2019. While live training sessions can be interesting, run the risk of the employee forgetting what he has learned. at the end of the session. Recording these presentations and offering other training videos means these resources are available to your team when and where they need them. They can serve as a great update after the fact, or as a handy update for those who missed the meeting.

“For basic training on technology tools and other standard marketing and PR practices, we provide links to video recordings and have the team record internal presentations via so that any team member can view them whenever they want.” Cohen said.

How to make your training more effective

While the tactics above are a great starting point for creating an effective employee training program, there are a few key things to keep in mind.


Fred Mouawad, founder and president of Taskworld, said employee training shouldn’t be approached with a single mindset. Instead, training programs should be tailored to each employee based on his or her skills and profile, because the success of such programs depends on employee motivation. Every employee learns differently, so find out if they prefer visual, auditory, or kinesthetic (learning by doing) education methods, Mouawad said.


“It is important to convince employees of the effectiveness of training programs to increase their engagement,” said Mouawad. “Remember that class at school where you couldn’t focus on what was being said, when your mind was in a completely different place? That’s exactly how employees feel when they’re not interested in training programs.”


If you are having a hard time convincing reluctant employees to use your training opportunities, you may want to consider offering incentives. You can play training, host competitions, and offer gift certificates. You can even incentivize employees to attend training by offering them paid leave.

employee feedback

You may think you know what kind of training your employees want, but the best way to find out is to ask them. Submit a survey to gather your views on training initiatives and make sure you don’t waste your time or theirs. Collecting employee feedback can also be a great way to personalize your training approaches.

“Find out what your employees really want to learn and what kinds of skills will make them more effective at their jobs,” Shimkus said. “By aligning learning and training opportunities with the preferences and wishes of the employees themselves

Continuous learning

Offer continuous learning opportunities for all employees and be aware that your strategies may need to change over time. Cohen suggests making training an ongoing discussion with employees to ensure it is a useful tool for both new hires and training leaders and does not become a burden.

“We’ve implemented a variety of in-depth training methods over the years, but not all of them use them effectively and it would have been a disservice to maintain a training approach just because it sounded like a good idea on paper.” Cohen said.

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