All too often managers feel disappointed with the results of sending an employee on a training course. They either come back from the day all excited and full of great ideas they are going to start implementing tomorrow (which often doesn’t come) or the only thing they can find to say about it is that they had a nice lunch. Where is the return on investment for that individual and the business?
It can feel like a complete waste of time and money. Sometimes it is because If the learning is not embedded back in the workplace then little or no changes in behaviour or output will happen. When learning is practised it is 75% more likely to be retained and improved, moreover giving someone the opportunity to share this learning with the rest of the team takes this figure up to 90%.
As a manager we have to take some responsibility, if we have not discussed our expectations of the results of the training or allowed them to do things differently on their return, we are being the blocker to change.
Here are five simple things you can do to ensure that sending a team member on a course will have a beneficial impact on them, their actions and your team.
1. Discuss with them what they would like to achieve from the training and the benefits they feel they would gain, in addition tell them your expectations from the day and the opportunities it may open up.
2. Ask them to write an action plan after the training which details three key things they will implement their learning. (Some training days incorporate this into the day.)
3. Sit down with them after the training to discuss their action plan and find out what support they need and how you can help them make the changes to continue their growth. Be careful to manage their expectations if the actions are not possible.
4. Give them the opportunity to share their learning with the rest of the team. Allow them to choose a methodology for this that suits them. Not everyone wants to stand at the front and talk to a group!
5. Follow up with them at regular intervals and support them to continue to take actions and maintain their growth. As a result you will gain more engagement, build your relationship and see positive changes.
As a manager you are responsible for giving your team the opportunity to utilise new learning. Providing that support will develop confidence, increase accountability and ultimately bring rewards for everyone.
To find out more about our bespoke learning and development programmes, contact Helen Joy on 07434 962871 or email firstname.lastname@example.org