As many as 1 in 3 people leave their organization within the first year, either voluntarily or involuntarily. An incredible 22% of staff turnover happens within the first 6 weeks of employment.
Also, according to Gallup‘s 2017 State of the Global Workplace report, 85% of employees are not engaged or actively disengaged at work. Employee training is a great way of improving employee engagement in the workplace. However, it is also a complicated process.
When you’re creating a training program for your employees, you have to consider several aspects. One such aspect is setting realistic goals for your employees.
1. Identify Your Needs
Before you begin setting goals for your employees, you need to identify your needs. There is always a reason why you need an employee training program and you cannot begin the training program without identifying it. Let’s have a look at some universal training needs:
1. Employee Retention
Employee turnover is one of the most concerning factors for any organization. 40% of employees with poor training will leave the company within the first year according to go2HR.
It’s safe to say that employee training and career development are quite closely related. Based on the statistics shared above, employees closely associate their training with their future at any organization. This makes it one of the most important reasons to introduce a training program.
In the modern corporate world, things change at the turn of a hat. It’s crucial that your employees stay ahead of the curve. Hence, it’s important to reskill and upskill your employees periodically. Not only does it make your employees more confident but it also prepares them for any future challenges.
3. Better Employee Performance
While this may seem like an obvious point, it’s crucial to mention it. The final goal for most training programs is to improve the overall employee performance. This translates to setting several training objectives. Whether it is improving manual processes or upskilling in an area that directly affects their performance.
2. Keep Things Clear
Once you’ve identified your training needs, it’s important to communicate them. For example, if you’re improving your manual process to be future-ready, it’s important to convey this to your employees to avoid any misunderstandings.
More often than not, employees feel that they have to undergo training because they are lacking skills in that particular area.
Hence, it’s crucial that you are setting the right training objectives for your employees. Not only do they know what is expected of them but you also are clear about the path ahead. Doing so will help your employees find the motivation to participate in your training program and help you achieve your training objectives the right way.
3. Set the Right Outcome
The success and failure of any training program are based on certain outcomes. When you’re setting training objectives for your employees, it’s important to set fixed outcomes for the program.
The outcome of your program also helps you determine the training strategy. However, this happens only if you have specified your outcome. When you are setting your training objectives, you should avoid using vague terms like ‘understand’ and ‘learn.’
For instance, if you are creating an employee training program for ‘Docs’ avoid using: ‘This program will help you understand the basics of Docs.’ Instead, say, ‘After this program, you will be able to create, share and edit on Docs.’
By emphasizing the specific outcome of the program, you’ll be able to convince your employees to participate and also convey the goal from the beginning. Employees have to set time aside from their busy schedules to participate in a training program. Hence, you need to be clear about the objectives from the beginning to avoid disinterest.
4. Don’t Forget About the Conditions
When you’re setting training objectives for your employees, you have to understand several parameters. As we’ve talked about earlier, training is a complicated process.
Several conditions can boost or dampen your training objectives. For example, whether your employees work local or remotely will have a huge impact on the learning program. For this, you will need to select the right eLearning program.
Similarly, every employee has a different approach to learning. While some employees may be familiar with the base topic, others may not. For instance, if you are creating a training program on the basics of content marketing, you should reach out to your employees who have experience in content writing or copywriting. By doing so, you get an idea about who’s aware of the basics and who’s not. This will also help you set different goals for your employees who are familiar with the topic and those who aren’t.
From the above example, it’s clear as to why it’s important to recognize such factors and draft your training objectives accordingly.
The right training objectives will connect your training program with tangible business results. When you set realistic goals for your employees, you are answering an important question: ‘what’s in it for me?’
Similarly, you will also set the right pace for your employees, which will only help improve the results of your employee training program. Your training objectives will also help you create an effective training program.
With Siminars, you can upload or embed videos, upload PPTs, PDFs to a platform, and create a learning program that is aligned with your business goals.