Staff Training

Most managers have either heard or said, “I’d love to train, but we can’t seem to find any time to do it. We are just too busy.” Training programs in the workplace have to compete with the work itself, and any number of distractions can interfere with scheduled programs. No matter how well intentioned, training schedules slip in response to absences, last minute work responsibilities, or emergencies.

Whether the training is presented by an in-house speaker or guest, getting staff into one place for a formal seminar is difficult, especially in these days of “going lean” and slimmed down organizations. This is also becoming evident with off-site seminars and trade shows.What can be done to remedy the situation?

Management support is critical.¹ Management must not only offer training, but support it, and that support must be visible to all. The sight of a manager, department head or other high level figure at a training session sends a powerful message to staff that this training is essential to the organization.²

Treat training like any other appointment. Pick a day and a time and put it on the calendar. Have the staff and related departments put it on their calendars, too. Schedule around it as you would any other meeting on the calendar. There will be times when cancellation is unavoidable, but respecting the appointment on the calendar focuses all levels on the importance of the training event.

Set realistic training schedules. In most cases, weekly training is overkill, except for special projects. For ongoing training of an already skilled staff, monthly meetings might be enough.

Turn off cell phones for the hour. Interruptions break the learning atmosphere and show disrespect to both the speaker and the attendees. Maintain the focus on learning for the scheduled amount of time.

Provide an agenda. Knowing the subject matter in advance allows attendees to think about the subject, prepare questions, and read any suggested materials. This also demonstrates the organization’s commitment to a learning environment.

Here are some ideas to enhance training programs:
Brown bag it. Lunch and learns are a popular and relatively easy way to provide training when the staff are generally available. Provide pizza or sandwiches and watch the staff appear. The presentation should pinpoint a specific topic that can be easily covered in a 30-40 minute session. Lunch and learns can be scheduled in advance, put on the organization- wide calendar and become an event everyone plans work around. The planning itself demonstrates the commitment of management to training.

Use technology to your advantage. Try a podcast or a video message delivered via email or text message. The message can be as simple as a motivational thought of the day or as complex as reviewing a technical procedure to be performed that day. Consider providing “just-in-time” learning³ or very small learning segments that fit into 10 or 15 minute blocks and work with PDAs or smart phones.

Try an email mini-lesson. Pick one relevant topic and write a brief summary of the concept. Focus on the who, what, where, why, and how. Tailor the message to the audience. This is a great way to review for certification exams, GED, and internal proficiency assessments. Use bullet points and provide photographs or diagrams when possible to illustrate your points.