When companies embark on employee training programs, it’s important they find alignment between the employer (including managers) that’s providing for and developing the training program and the employees who will receive the training. If employers are trying to train employees on material they don’t feel is valuable, for example, those trainees are not likely to be fully engaged.
But while there is a persistent stereotype that employees are disengaged with company training efforts, the opposite is often true: Many employees are craving more training, not less.
Employees Increasingly Value Training Opportunities
According to a recent report by the Society for Human Resource Management (SHRM) and TalentLMS titled “2022 Workplace Learning & Development Trends,” roughly 80% of HR managers believe company-provided training is a key factor in attracting talent, and nearly half (48%) of employees say such training was a factor in choosing a job.
It’s the Content of Training That May Not Be a Good Match
The disconnect often comes with the content of that training. For example, the SHRM/TalentLMS report found that “55 percent of workers said they need more training to perform their job more effectively, and 38 percent want training that is more relevant to their current role.” Additionally, the report found that 61% of employers provide time-management training, but only 42% of respondents said this was an area where they wanted training.
Of course, managers and employers should be the ones determining what training their employees need to better serve the organization. But it may be useful from both a content development and an employee/trainee engagement standpoint to incorporate some feedback from the trainees themselves.
And employers should be even more open to suggestions from employees regarding the methods and formats used in training programs, even if they aren’t willing to be as flexible on content.
Seek Input from Employees
According to the report, 31% of respondents want “more control over the training programs, including being able to choose methods that match their learning style and development opportunities that make sense for their career progression.”
One of the biggest factors in the success or failure of an employee training program is the trainees’ engagement. Data suggests that employees are genuinely hungry for more and better training. In other words, the potential for that engagement is there. It’s up to employers to make sure they’re aligned with their employees on the content and format of that training.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.