Every company needs to educate and train new employees, at least on some level. Unfortunately, this process is usually time-consuming and inefficient. What steps can you take to cut time waste when training new employees, while still making sure those employees get all the education and training they need to succeed?
Sources of Time Waste When Training New Employees
We can start by examining the biggest sources of time waste when training new employees. Keep in mind that time can be wasted by both trainers and trainees in this context.
· Lack of direction. Sometimes, the root cause is lack of direction. If the trainer isn’t exactly sure what needs to be taught, or if they don’t have a clear curriculum or rubric to follow, they may spend most of their time improvising and the training may suffer from a lack of focus. This is problematic for both the trainer and trainee.
· Inattention or distraction. In some environments, distractions can run rampant. In others, trainees can easily lose focus. The effectiveness of a training program is completely dependent on the ability of trainees to pay attention and truly absorb the material.
· Poor teaching. Occasionally, time is wasted because of poor teaching habits. Unclear communication, meandering thoughts, and rigid processes can all make it much harder for trainees to absorb and remember information.
· Redundancy and repetition. There can be too much of a good thing. Sometimes, even the best teachers suffer from time waste because they repeat themselves or cover subjects redundantly, ultimately multiplying the time they spend unnecessarily.
How to Cut Time Waste When Training New Employees
So what strategies are most effective for cutting time waste when training new employees?
· Use an established system. First, make sure you use a formal system that covers a specific range of material, specific tasks and assignments, and instructions for how to teach the material effectively. For example, you can provide your employees with forklift certification training online (see certifyme.net) using established curricula and systems, taking advantage of third party operations. This can help you train your employees in record time and eliminate the need to come up with your own system.
· (Alternatively) create your own system. If you choose to do all your training in house, make sure you put together a formal training program that all your trainers can follow in the future. This is going to require an upfront investment of time, but it’s going to be worth it if you plan on training multiple employees in similar ways.
· Hire and train the best trainers. Training flows much more efficiently when you have good trainers in place, so make it a point to hire and train the best trainers. Screen all your candidates for both existing skills and past experience, seeking applicants with excellent communication skills and adaptable teaching styles. Provide them with education and resources so they can, in turn, provide all your future trainees with better education.
· Recognize different learning styles. There are several distinct learning styles that people may have, say industry experts. Some people are visual learners. Others are auditory learners. Some prefer learning through practical experience. And of course, some people prefer learning socially while others prefer learning individually. Effective trainers understand the differences and can cater to each individual learning style.
· Teach in groups. In many cases, you can save time by training people in groups. Rather than spending time with each individual who needs to learn a skill or responsibility, try to practice with multiple people at once.
· Provide isolated environments (where possible). Teach people in isolated environments that are free from distractions whenever possible. Seek quiet, relatively enclosed places that allow for easy focus and communication.
· Encourage real-time practice. For many practical tasks, the best way to learn is by doing. Make sure all your training modules include opportunities for people to realistically practice whatever they’re learning at the time.
· Follow microlearning principles. Microlearning is a teaching system designed to minimize learner fatigue, according to our research. Essentially, it requires you to break apart your training and education systems into smaller, more digestible chunks. This makes the learning process more palatable and more effective, encouraging retention while minimizing pushback.
· Collect and act on feedback. Finally, make it a point to collect feedback from everyone who goes through your training program. Some people will praise your efforts, while others will have valuable criticisms. Pay attention to this feedback and act on it so that you can make your training program even more efficient.
It’s unlikely that you’ll develop a system that allows you to train employees with perfect efficiency. However, any time you save during the process can be valuable for both trainers and trainees, as well as the organization as a whole.