Sales woman relaxing on sofa couch during phone call

An effective and efficient training program will help your employees improve their performance and skills in their roles. The first step in a successful training program is to select an appropriate training company.

Make sure you select a training company that specializes in implementing educational and professional development. The company you select will help design and implement the program.

The company you choose should have the skills and resources to design and execute a highly effective training program.

Build the case for your programperson using MacBook pro

Train your coworkers to the extent you believe is necessary and concisely. Don’t just tell your coworkers that they need training.

Tell them why. They’ll ask, “Why do we need to be trained?” An effective training program answers these questions:

  • What do I need to learn?
  • What training will help me become a more proficient employee?
  • How will the training help me?
  • Are there any training resources that can help me?
  • What do I need to know to complete the training?
  • Here are some specific questions that can help you build a case for training your coworkers:
  • What do I need to know to complete the training effectively?
  • What can I do to prepare for training?
  • When should I receive training?
  • Where will the training take place?
  • What does the training consist of?
  • Do I have the resources I need to complete the training effectively?
  • Is there a test that I need to pass to receive the certificate of completion?
  • What does the certificate look like?

This information will help you get your colleagues’ buy-in. They’ll be eager to get the training they need to become a more effective employee and a more effective team member.

Turn your training into a game

One of the most effective training methods is to turn training into a game. There are many ways to do this.

One of my favorites involves placing colored cups on a table. The cups represent different skills that your coworkers need to learn.

Every time one of your coworkers identifies a skill, they put the corresponding color cup on the table.

At the end of the session, you tally how many skill cups each person has placed on the table. The person with the most skills on the table wins the game.

Reward effort

Don’t make training a punishment. Reward your coworkers for completing the training.

Suppose the task of putting skills on the table seems like a waste of time; substitute something more fun. You can have a going away party for the person who puts the most skills on the table.

You can also have a training session after work. Many people prefer training sessions after work overtraining during work hours.

They feel less stressed about sitting at a computer at night.

Track your success

Train your coworkers in a way that will measure their success. The only way to measure your coworkers’ success is to document it.

The easiest way to document your progress is to keep a record of what your coworkers learn. It can be as simple as taking attendance at the end of the training session.

In addition, make a note of which skills your coworkers complete. Use this information as a benchmark for when they have reached a certain point in their training.

Beware of your negative influencesgreen and white typewriter on black textile

What’s most important when you design your training program? Be certain to include positive reinforcements for your coworkers.

You want to give your coworkers positive feedback. However, this shouldn’t be your number one focus.

You want to build a training program that will help you become a more effective employee and a more effective team member.

Most people don’t consider the influence that their own negative beliefs have on their training programs. Here’s a practical way to keep a close eye on this:

Identify the times you’re most likely to reflect on your own training failures. On these days, write your frustrations down.

Leave time to reflect on your mistakes during the training session. During this time, write down what you did well.

Look back at these records after each training session.

These simple tools can help you discover your biggest training roadblocks.

Competition for office space

I recently spoke to a co-worker complaining about how he can’t find office space in the area. He is paying $150 per month for his current space.

Don’t be one of these guys. You’re wasting money. Have you ever heard the saying, “if it’s too good to be true, it probably is”?

Every time your coworker complains about not having a place to work, remind him about the abundance of office space he could use.

Be a ‘lose-win’ negotiator

Another way you can make training easier for your coworkers is to be a “lose-win” negotiator.

Sometimes your coworkers are in a difficult situation. For example, a software developer might be concerned about getting caught in a snowstorm.

If it’s cold outside and he has to drive his car, he’s going to be unhappy.

This doesn’t mean that you should give up the entire training session. However, some training sessions might be so poorly thought out that they just need to be postponed.

Make a move towards postponing a training session if the topic is a red flag.

Another case of losing-win negotiation is a coworker that doesn’t know how to use Excel. When she’s unable to complete a report, she gets frustrated and can’t concentrate on your training session.

Regardless of whether your coworkers make great suggestions or are unable to suggest, make sure you can make the best possible decision. You’ll never regret making a better decision than what your coworkers come up with.

Brace for a pessimistic perspectivePerspective

Most people love training sessions. Most of the time, training is a fun and stimulating experience.

However, this is also the time when most people become a bit negative about training sessions.

When your coworker tells you that she doesn’t think that training will improve his skills, be ready for a negative response. Do your best to let him know that you have considered all the facts.

Let him know that you know he can use the training and make a positive impact on his performance.

Most people are open to feedback. If you give them constructive criticism about their suggestions, you will help them be more effective.