3 Changes Companies Should Make to Improve Training Programs
Unlock the full potential of your team with expert-backed strategies to revamp training programs. This article presents top recommendations from seasoned professionals on how to make learning more effective and engaging. Discover how embracing modern techniques can transform the way your company approaches training.
- Embrace Short, Focused Video Tutorials
- Distinguish Between Training and Auditing
- Incorporate Scenario-Based Learning and Simulations
Embrace Short, Focused Video Tutorials
Training programs could transform overnight if companies embraced short, focused video tutorials through tools like Loom instead of traditional PowerPoint-heavy sessions. I've watched countless employees zone out during all-day training marathons, but their eyes light up when given bite-sized video lessons they can digest on their own time. Think of the difference between sitting through a three-hour movie versus watching a few episodes of your favorite show—which format keeps you more engaged?
Video tutorials shine brightest when teaching practical skills. Instead of reading through a 20-page manual on how to process customer returns, imagine watching a quick five-minute screen recording showing exactly how to navigate the system, complete with real-world examples and common pitfalls to avoid. A retail manager I worked with slashed training time in half after creating a library of Loom videos demonstrating everything from opening procedures to handling difficult customer situations. New hires could rewatch tricky sections as needed, and veteran employees used them as quick refreshers.
The beauty of this approach lies in its flexibility and consistency. Every employee gets the exact same high-quality instruction, but they can learn at their own pace and revisit topics whenever needed. Rather than having different trainers potentially teaching slightly different methods, video tutorials ensure everyone learns the approved process. Plus, updating training becomes infinitely easier—instead of reprinting manuals or retraining instructors, you simply record a new video and instantly share it company-wide.
The cost savings could be substantial. Beyond the obvious reduction in instructor time and printed materials, video tutorials dramatically cut down on productivity loss. Instead of pulling entire departments away from work for group training sessions, employees can complete their learning during natural downtimes in their day. One manufacturing company saved over $50,000 annually just by moving their safety training to a video-first format, while actually improving retention rates because workers could review crucial information whenever they felt unsure about a procedure.
Distinguish Between Training and Auditing
Like most employees, I have participated in my share of corporate training programs throughout my career as a software developer. One aspect that consistently frustrates me is the confusion between training and auditing.
Many corporate training programs emphasize the auditing component, which often undermines the true purpose of training: to facilitate meaningful transformational change.
How does this confusion manifest? Most notably, typical workplace training tends to impose strict deadlines upfront, leading to undesirable consequences. At times, it feels as though the primary goal of training is simply to see who can complete a module the fastest by adorning a checkmark to each module. If organizations were honest, they would readily acknowledge that employees often spend weeks disengaged from the material, only to rush through it at the end.
Compliance training, in particular, is a major offender in this aspect of workplace training. While I understand that such training aims to meet state and federal regulations, this obligation should not be an excuse for the harsh approach often taken by HR. It is possible to achieve the objectives of compliance, onboarding, sales, and other training programs in a fun and engaging manner. This can encourage employees to embrace the material and foster a desire to apply their newly acquired knowledge to real-world situations. Only then will organizations reap the lasting cultural change they seek from workplace training.
Incorporate Scenario-Based Learning and Simulations
One thing I wish my company did differently with its corporate training programs is to incorporate more scenario-based learning and interactive simulations. While traditional training methods are effective, I believe using real-world scenarios and problem-solving exercises would better engage employees and help them apply new knowledge in practical situations.
By integrating more hands-on, interactive elements, employees can develop critical thinking and decision-making skills in a low-risk environment, which can translate into increased confidence and better performance on the job. This shift would not only make training more engaging but also improve retention of information and provide a more immediate, tangible connection to their day-to-day roles. Ultimately, this approach would lead to higher employee engagement, faster skill acquisition, and better overall performance, which benefits the company by creating a more skilled and agile workforce.
