We spend so much time emphasizing the importance of learning and its outcomes for children and those in higher education. Still, for those in the professional world, we can often lose the relevance of training and development amid a hectic working life.
Professional learning and progression have evolved dramatically in the last few decades. Companies have begun to see the benefits of developing their employees rather than facing the never-ending cycle of hiring and then losing their best workers.
If you’re ready to transition to improving learning outcomes but haven’t found what sticks, check out the four methods below. Use these to supercharge your learning outcomes.
1. Map Out the Goal and How to Get There
It may sound strange, but you really need to start at the end. One of the biggest mistakes in employee training sessions is the failure to state the proposed outcomes and goals clearly.
Employees don’t want to feel like they are doing something that will waste their time. But waste is what it feels like when you have to participate in a vague activity without a clear understanding of what you’re working toward in a training seminar.
Clearly expressing the goal and setting the road map for how employees will get there is a tried and tested method of improving learning outcomes. The bigger picture helps employees understand the session’s purpose and why it’s beneficial for them and their career development.
2. Practice Micro-Learning
A 4-hour training session is neither pleasant nor practical. While it may be tempting to try and cram in as much as possible, adults begin to run out of steam after 45 minutes of concentration. Anything over this without proper breaks is highly questionable.
It’s much better for learning to be broken into bite-sized chunks, most of which employees can complete through self-paced learning structures. When employees can study a little at a time and their own pace, they’re much more likely to succeed and enjoy the process.
3. Track Progress
Employee training can feel like a never-ending struggle up an imaginary mountain without tracking progress. Employees need to see and understand how they are developing.
This has never been easier than through e-learning or remote training. These delivery platforms often come with a progress bar and questions that participants must answer correctly before advancing to new modules.
Monitoring goal progress, whether it’s at work or outside, has been shown to improve the likelihood that you’ll succeed.
4. Break the Cycle
When people arrive at the point of starting workplace training for the first time, they’ve usually been through years and years of education. Unfortunately, our education systems can perpetuate a cycle of negativity and failure among young people that can follow them into adulthood.
It’s easy to feel like a failure if you’ve always heard that that’s who you are, but breaking this cycle is essential to maximize the chances of successful learning outcomes.
Clear and constructive feedback throughout the training while consistently acknowledging small wins along the way can go a long way to repairing shattered self-esteem.
Learning is never easy, but employers can undoubtedly make it easier. By carefully choosing training methods, we can significantly improve our learning outcomes and unlock the potential in every employee.