First, simplified training programs are easier to understand and follow. This means that employees are more likely to remember the information they learn, and they are less likely to make mistakes.

Second, simplified training programs are typically shorter and more concise. This means that employees can complete the training more quickly, which frees them up to focus on their work.

Third, simplified training programs are often more flexible. This means that they can be adapted to meet the needs of different employees and different situations.

As a result of these factors, simplifying training programs can help businesses to overcome expected and unexpected challenges in a number of ways. For example, if a business experiences a sudden increase in demand, simple and straightforward training programs can help employees to quickly learn the skills they need to meet the demand. Or, if a business introduces new technology, simple and to-the-point trainings can help employees to learn how to use the technology quickly and efficiently.

In addition to helping businesses to overcome unexpected challenges, simplified training programs can also help businesses to improve their bottom line. For example, simplified training programs can help businesses to reduce the cost of training, and they can also help businesses to improve employee productivity.

Overall, there are a number of reasons why simplifying employee training may help overcome unexpected challenges. By making training programs simpler, businesses can help employees to learn more effectively, which can lead to improved performance and increased profitability.

Here are some additional benefits of simplifying employee training:

• Increased employee engagement
• Improved retention rates
• Reduced turnover costs
• Enhanced customer satisfaction
• Increased productivity
• Improved safety
• Reduced risk of errors
• Increased compliance

By simplifying employee training, businesses can reap a number of benefits that can help them to succeed in today’s competitive marketplace.

• 1) Using Self-Paced Learning to Suit Every Learners’ Needs

  One of the main aspects of being an adult is the ability to do things at your own pace. The same applies to learning as well. It is important to allow your corporate employees the ability to learn and develop at their own pace. However, this does not mean that there are absolutely no deadlines associated with the training. Instead, employees continue training and developing at their own pace with complete knowledge of the deadline.

• 2) Technology-Enabled Learning for Modern Employees

  Avoiding technology-assisted training for any reason in today’s times is a gross miscalculation. Technologies like learning applications, learning management systems, and learning experience platforms are designed to simplify the access, delivery, tracking, and assessing of training. It makes both the trainer and the employee’s life simpler. There are so many options available on the market. However, as a standard rule, always choose a vendor with a demonstrated background and history in all things eLearning related.

• 3) Blending Learning Types for All Rounded Corporate Training

  Corporate training cannot simply rely on just eLearning-based training. Similarly, it cannot simply rely on traditional training alone. Rather, designing a blended learning experience keeping in mind both the theoretical and practical aspect of training will yield greater results.

  By blending, we mean throwing in additional training concepts like:

  • On-The-Job Training (OJT)
  • Mentorship
  • Shadowing (where learners follow and observe a peer)
  • Buddy System (where new employees pair up with a peer)

• 4) Structured Learning Content to Simplify and Streamline Delivery

  Streamlining the way your training delivery is a good way to simplify a training concept. In simple, it is best to start with the head of the topic and conclude by describing the tail. Once your learners understand that all the training you design follows this exact design specification every single time, they are going to be much more comfortable with you rolling out new training every time you do. Knowing and familiarizing with training is comforting to learners. Knowing how the training gives learners sense of familiarity.

  Familiarity is very important when learning something new. You want learners to anticipate what comes next correctly. This is better than making your learners fret over guessing what comes next and probably getting it wrong.

  • Introduction Simple and straightforward. This is where you introduce learners to a topic on hand. Everything a learner needs to successfully complete the course is mentioned here. All the takeaways and applications are describing here. It is all about interesting your learners and piquing their interest in this section.
  • Rationale This is where you convey the rationale behind designing and deploying your training. This is where employees understand why training is important. It is about rationalizing the reason to learn.
  • Objectives As the name suggests, it is about outlining the objectives for the training and why the learners should complete the course. List down the why here that shows the learners what they will achieve by the end of that training. This step is important because it is where your learners understand what’s in it for them.
  • Content Delivery It is here where you determine the format in which the training will be delivered. Blended, eLearning, classroom, all of that is determined and planned here. One thing to keep in mind is that eLearning and blended training are the preferred methods of delivering training for adults in a corporate setting.
  • Assessments Training is incomplete without testing and assessing to determine if the training is retained enough to be put into practical application. One of ways of doing this quick is via assessments that should be placed at regular intervals to ensure systematic progression through courses by successfully completing and retaining the training within each module.
  • Feedbacks Based on the assessment, it is important to provide feedback. This feedback is meant for self-directions and development and improving certain aspects of your learners’ everyday functioning at the workplace.

• 5) Outcome-Based Training to Give Learning A Purpose

  This is where the outcome of completing a training is determined and conveyed to the employees or learners. Rather, it is in search of a desired outcome that training should be designed. The outcome can be anything like upskilling, promotions, boost productivity, and so on. Learners display greater affinity towards training and development when the training in question is tied to a possible outcome. Basically, it gives meaning to train.

• 6) Ability to Access Training Based on Convenience

  Here is another adult training principle which is very important. Ability to access training based on convenience is a thin line in between encouraging adult learners and demotivating them completely. You may ask why? Well, this is because adults usually have short periods of free time in between their busy schedules.

  It is during these periods of free time that many choose to learn something new or continue learning something they previously started. But when the training is not freely available, for example on both the mobile and a PC, it makes the training exclusively accessible on one device. And that is something that an adult learner will consider as inconvenient. Rather, you have to make it look as though the training is highly convenient to access from anywhere using any device. That will certainly encourage them to take the training even when they’re travelling or waiting at the coffee shop.

• 7) Testing the Knowledge Gained

  Yes, this is the same as assessments which is a crucial part of the training delivery. Assessing to test the knowledge gained is also an important part of the adult learning theory. Unless the knowledge gained is not tested for recall value or practical application, it is just something that the learner heard, read, or knows with a high possibility that they forget or never apply it altogether. So testing is as important as delivering training.

• 8) Applying Training in Real-Time

  Another great adult training principle to aid with easy training development is ensuring that learners apply the training in real-time. Now, you cannot create a situation for learners to first train and then apply their training somewhere. Rather, you first identify what your learners are already doing, then proceed to provide them training based on current workload and then expect them to apply the training.

  Training application is a sure way of encouraging maximum retention. The more your employees apply, the more they will remember.

• 9) Mixing the Format and Type of Training

  eLearning is vast. Each type suits a specific need. For example, animated explainer videos convey training in the form of a story with visual elements to support complex explanations. Similarly, slide-based eLearning is great for technical training. Scenario-based training tests your learners’ retained knowledge by applying it to situations.

In conclusion, investing in employee training is essential for improving job performance, career development, job satisfaction, workplace culture and earnings potential. By simplifying the training process with key learning principles, organizations can achieve better results and increase employee engagement. Implementing these principles can ultimately lead to a more productive and successful workforce.

As evident, these principles are based on how adults react to certain aspects of knowledge transfer, while also looking into the everyday lives of adults and then designing an optimal training program. We have been assisting organizations build similar training since 2007 and we predominantly cater to the corporate segment, which means we know how to build adult training.

Some additional topics to read:

• What determines the cost of your eLearning
• Adult learning theory
• How to track the success of your training program
• How to create a culture of learning in your organization

If there’s something more that you’d want to know or talk to one of our experts about simplifying employee training, reach out to us contact@enyotalearning.com or click this form to know more. Try our LMS for 30-days free!