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How can you follow up with learners after training?

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Training is not a one-time event, but a continuous process that requires follow-up activities to ensure that learners apply what they learned to their work. How can you follow up with learners after training to support their learning transfer and retention? Here are some tips and techniques that you can use to reinforce, evaluate, and sustain the learning outcomes.

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Arvind Mahajan

IIM Jammu|| HR Leader || Linkedin Top Voice for Career Development, Mentoring, Recruiting, PMS, T&D|| Guest Faculty ||…
Shivraj Sharma

Technical Trainer| Corporate Trainer|Python|SQL|Tableau|Power BI|ML
Mayank Sharma

On a career break | Aspiring Novelist | HR leader & Entrepreneur | LinkedIn Top Voice| Career Guidance & Life…

1 Set clear expectations

Before the training ends, make sure that the learners know what is expected of them after the training. Communicate the learning objectives, the performance standards, and the criteria for assessment. Provide them with a clear action plan that outlines the steps they need to take to apply the new skills and knowledge to their work. Encourage them to set SMART (specific, measurable, achievable, relevant, and time-bound) goals and to share them with their managers, peers, or mentors.

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2 Provide feedback and coaching

Feedback and coaching are essential for learning transfer, as they help learners to identify their strengths and areas for improvement, to correct any mistakes, and to reinforce positive behaviors. You can provide feedback and coaching through various channels, such as email, phone, video call, or face-to-face. You can also use online tools, such as surveys, quizzes, or gamified platforms, to collect and analyze data on learners' performance and progress. You can then use this data to tailor your feedback and coaching to their specific needs and challenges.

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3 Create a learning community

Learning is a social process, and learners can benefit from interacting with others who share their learning goals and experiences. You can create a learning community by facilitating peer-to-peer communication and collaboration, such as through online forums, chat groups, or social media platforms. You can also encourage learners to form learning buddies or groups, who can support each other, exchange ideas, and hold each other accountable. You can also invite experts, mentors, or role models to join the learning community and share their insights and advice.

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Shivraj Sharma

Technical Trainer| Corporate Trainer|Python|SQL|Tableau|Power BI|ML
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After training , the community helps so much to get engaged in practicing the things we learned. I personally appreciate and motivate the works done by the learners so they get encouraged to do more and set goals for solving problems and issues. It is not possible for a trainer to be with them always so as the team works similarly the community also works and enhances learning using implementation .

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4 Recognize and reward achievements

Recognition and reward are powerful motivators for learning transfer, as they acknowledge learners' efforts and accomplishments, and reinforce their confidence and commitment. You can recognize and reward learners by providing them with certificates, badges, or points, by showcasing their success stories or testimonials, or by offering them opportunities for career advancement or professional development. You can also create a culture of recognition and reward by encouraging managers and peers to praise and appreciate learners for their achievements.

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5 Review and revise the training

The follow-up process is also an opportunity for you to review and revise the training based on the feedback and data you collected from the learners. You can use this information to evaluate the effectiveness of the training , to identify any gaps or areas for improvement, and to make any necessary changes or updates to the content, delivery, or design of the training. You can also use this information to plan for future training needs and to align the training with the organizational goals and strategies.

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Mayank Sharma

On a career break | Aspiring Novelist | HR leader & Entrepreneur | LinkedIn Top Voice| Career Guidance & Life Coach|Speaker| ????? ???? | Mental Health Advocate| 36k+Followers | Learning & Teaching Living a slow life
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Training is a continuous process. Every module should be created phasewise with multiple interventions. The best way is to start with a pre-read or in form of a small e module. It can be followed by a pre training assessment and then a detailed classroom training. The classroom training can then involve some post training assessment and also some long term assignment or project. These projects can be evaluated for all the participants, the common gap areas can be determined and a detailed next level module can be created. Trainings should always have a practical component so that the participants can implement in real life, give feedback and reflect on their own growth.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Arvind Mahajan

IIM Jammu|| HR Leader || Linkedin Top Voice for Career Development, Mentoring, Recruiting, PMS, T&D|| Guest Faculty || Career Counsellor || Student & Employee Coach ||Top 50-Future HR Leaders of India(People Matters)
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Here's how you can do it: 1 Use post-training surveys for feedback. 2 Hold one-on-one meetings to discuss progress. 3 Assess learning through quizzes or assignments. 4 Provide extra resources for continued learning. 5 Encourage peer discussions and skill sharing. 6 Request demonstrations of applied skills. 7 Create and track action plans. 8 Schedule regular check-ins for support. 9 Use feedback to improve future training. 10 Recognize and reward achievements. 11 Offer advanced or follow-up training as needed. By following up with learners, you can ensure that the training is effective, address any concerns, and provide ongoing support to help them apply what they've learned in their roles.

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How can you follow up with learners after training?

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3

4

5

6

1 Set clear expectations

2 Provide feedback and coaching

3 Create a learning community

4 Recognize and reward achievements

5 Review and revise the training

6 Here’s what else to consider

Training & Development

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How can you follow up with learners after training?

1

2

3

4

5

6

1 Set clear expectations

2 Provide feedback and coaching

3 Create a learning community

4 Recognize and reward achievements

5 Review and revise the training

6 Here’s what else to consider

Training & Development

给文章评分

感谢您的反馈

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