How To Close the Gap Between Initial Employee

Training and Full Proficiency

Employee Training Frustrations

● Employees quickly forget what they have learned● Training is not engaging● As a result, knowledge retention is low● Even if most information was

to be retained, employees would still be liable to make costly mistakes

The Importance of Relevance

● Employees often get taught abstract and irrelevant information during training

● Training should put emphasis on the “How to”, rather than on theoretical explanations

● Use details, practical examples, and demonstrations

● Practice makes perfect

Motivation and Performance Proficiency

● Maximizing motivation is key in reaching proficiency expeditiously

● Making games out of training materials is an excellent way of engaging employees

● Clearly defined and attainable goals give employees direction

● Perks like raises bonuses both incentivize employees and signal that they are appreciated by management

Post-Training Musts● Evaluate whether the training

achieved its objectives ● Use the feedback to improve

future training programs ● After the completion of training,

closely monitor employees’ skills to get a better understanding of whether the training was a success or failure

Performance Support● When employees forget

essential information, performance support can provide immediate guidance

● A combination of initial training and performance support is the ideal training solution

Conclusion ● Closing the gap between initial

training and full proficiency is a highly-desired yet difficult-to-achieve goal

● Focusing training on only relevant material; motivating employees with goals and incentives; improving training with feedback, and providing continuous performance support tools can significantly help achieve that goal

For more information on employee training and to

download the free white paper, visit the Training Station Blog at trainingstation.walkme.com