Developing a Training Program
For small business owners, one of the most challenging aspects of their business is hiring the right employees. When a business struggles with this, it could cost them a lot of money and interfere with the success of their business. Turnover rates for small business can be high due to the continuous changes that the business faces as it grows. The best way a small business owner can deal with a situation like this is to make employees feel comfortable and train them properly.
Developing a training process that is effective is not an easy task. Think of it like this, everyone learns at a different pace, therefore, it can be difficult to develop a training process that can be comprehended by everyone accepted for the position. When the training plan is effective it can increase productivity and retention rates, as well as increases profit and decrease costs. We’ve outlined how you can develop a training program that can drive the results you’re looking for.
Develop-When developing the training process, the most important thing to start doing is to set goals as well as develop a timeline of when certain objectives should be accomplished by. Before you begin to plan, here are some great objectives to keep in mind:
Objective 1: What is it that needs training?
Some things are more important in the beginning than others during the training period. Make a list of programs, trends, reports, etc. that a new employee should be most aware of. In developing this list, ask current employees for their feedback on how their training went:
- What is it that they wish they knew?
- What could be taken out of the training?
Objective 2: Identify who:
Most likely the person you are going to be training is new, but it’s also a great idea to train employees that have been at the company for a while or those who are switching into a new position as a refresher. If the person is new, it’s important to keep in mind the amount of experience they have that way you don’t have to re-train them in something they already know.
Objective 3 & 4: Type of training and learner?
During the training period, new hires are absorbing a lot of information with so much to learn, you want to develop a plan that is memorable and stands out. This means being creative in how you train them. These training methods can vary from listening, doing work hands-on, learning from someone else, or watching videos.
Objective 5: Make a plan
The goals should be clearly stated, achievable, and measurable.
Follow-up- After the training is over, be sure to follow up with the individuals later on and get their feedback on how effective it was. As your business expands, your training will improve. It can sometimes be difficult to get honest feedback, especially from people that are new to the company so it might be beneficial to get it anonymously. After receiving feedback, apply it to your new on-boarding/training procedure.