Organizational Effectiveness Group

Training Tips

...from State Personnel's Organizational Effectiveness Group

          (with thanks to Iowa Department of Personnel for the following...)

What Managers and Supervisors Can Do
To Turn Training Into Learning

How often have you gone to a training program and wondered why you were there?  It happens often and chances are it has happened to you or your employees.  Research suggests that when supervisors or managers discuss with their employees what the employee is expected to do and learn through training, the training is more effective.

Here is a short guide to assist you in helping your employees get the most out of their training and to ensure that you and your employees are getting your time and money's worth.

Pre-Training Conversation

A participant will benefit more from attending a training program if you show an interest in his or her participation and talk about the upcoming training together.

Here are some suggestions for discussion:

1. Inform the employee of the programs he or she will be attending well in advance and discuss why the employee was chosen to attend.  Ideally, a training plan is in place that details the employee's training for the year.

2. Become familiar with the objectives and content of the training courses so you can provide a summary to the employee.

3. Let the employee know what you expect him or her to gain by attending training.  Relate your expectations to the course objectives, specific job responsibilities, and your organization's mission.

4. Ask the employee to think of any workplace situations that may relate to the training.  Doing this will allow the employee to develop an understanding of his or her purpose in training.

5. Assure the employee that arrangements have been made so he or she may attend the training without unnecessary worries.

6. Plan on discussing the program when the employee returns.  Show that you are interested in how this training will affect his or her work environment.

Post-Training Conversation

If you want your employees to get the greatest benefit from training, talk to each participant about it once the course is completed.  Schedule time to talk, free from distractions and interruptions.

Here are some suggestions for discussion:

1. Welcome the employee back.  Ask how he or she feels about the training received and if it measured up to his or her expectations.

2. Ask the employee to tell you what was learned.

3. Ask how he or she intends to use this new knowledge or skill (look for concrete suggestions).  Try to get commitments from the employee to apply this information to the job.

4. Suggest that the employee share worthwhile materials or concepts with the other staff.

5. If the employee was given post-class assignments, discuss how the ideas from these assignments can be used in your workplace.

6. Routinely check back with the employee over the following three to six months to make certain that he or she is following through with plans and ideas.  Give the employee responsibility for the knowledge gained through training.

Remember, training is much more than a day away from the office -- 

     It is an investment in you and your employee's success!