5 Ways to Evolve Your Training Program
When Should You Update Your Training Program?
When was the last time you evaluated your training program to ensure it’s still relevant to your workforce? Are you noticing real behavior changes as a result of your training? If your response is, “I’m not sure” or “Not really,” it might be time to evolve your approach. Here are five strategies to consider:
1. Move from Long Courses to Micro-Learning for Specific Audiences
Think about your company’s different roles. Does your sales team need the same information as your technicians? Do office managers require the same training as field workers? While some topics, like compliance, apply to everyone, most roles require training tailored to their needs.
Instead of requiring everyone to complete the same 90-minute course, break content into smaller, targeted sessions. Research shows that shorter training sessions lead to better retention.
2. Focus on “Need to Know” Over “Nice to Know”
This builds on the first point. Even when content is segmented by role, ensure it focuses on what the learner truly needs. Simply having employees’ attention doesn’t justify overwhelming them with unnecessary details. Adult learners prefer relevant information that helps them perform their jobs effectively.
3. Deliver Training When It’s Needed Most
Timing matters. Just-in-time training ensures employees receive information exactly when they need it. Learners shouldn’t have to figure things out on their own, only to receive training months later. Similarly, training on a new process too far in advance reduces retention. Training programs that align with real-time needs drive better knowledge retention and behavior change.
4. Create a Post-Training Plan
Training isn’t a one-time event. Whether it’s a four-day workshop or a 15-minute eLearning module, employees need reinforcement. Learners should have time to practice, receive feedback, and refine their skills. If lasting behavior change is the goal, plan for follow-ups, check-ins, or observation opportunities.
5. Build a Learning Culture
How often do you search Google for an answer? That’s learning in action. Your organization should encourage learning as a natural part of daily work. Programs like Degreed integrate seamlessly with existing systems, allowing employees to track skills, share knowledge, and continuously improve. Fostering a strong learning culture ensures employees get the support they need when they need it.
Keep Your Training Program Evolving
With advancements in technology and shifting economic landscapes, training programs must evolve. Regularly reviewing and updating your approach will strengthen your business and workforce.
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