How do you support employee training after it's over?

Some key points are: 1. Ongoing Feedback: Provide regular feedback and performance evaluations to help employees understand their progress and areas for improvement. 2. Mentorship: Pair employees with experienced mentors to guide their development and offer valuable insights. 3. Access to Resources: Ensure employees have easy access to training materials, resources, and tools to support their continued learning. 4. Skill Refreshers: Offer periodic refresher courses or workshops to reinforce the skills learned during training. 5. Career Development: Encourage and support employees in pursuing further professional development opportunities and offer a clear path for career advancement within the organization.

After employee training is completed, I believe in continuous support to ensure that the learning is not just theoretical but translates into practical skills. I implement follow-up sessions to discuss progress, encourage employees to set specific goals, and provide mentorship opportunities to bridge the gap between training and real-world application. Regular evaluations, feedback, and refresher courses are also part of my approach. My focus on leadership, change management, and psychological assessments allows me to tailor ongoing support based on individual needs, ensuring that training remains a dynamic, continuous process rather than a one-time event.

At Gravity Learning, we use research from the Journal of Industrial and Commercial Training. It analyzed 32 studies on one-time vs. "multi-touch" learning. The focus? "Learning transfer"—did participants use what they learned at work. Results? Multi-touch learning led to a 180% boost in learning transfer. The biggest impact? After the session! “Discussing the content later” had the largest impact and resulted in a 33% skill application increase! What we do? That’s why our workshops ALL include partner pairing to discuss the content afterward. When we combine that with the other post-session touches, we see a HUGE increase in measurable impact.

Practice and application: Provide opportunities for learners to practice applying the key concepts in real or simulated situations. This can include exercises, case studies and interactive activities. Practice helps to solidify understanding. Use multi-modal learning approaches: Reinforce key concepts through a variety of learning approaches. This can include using visuals, audio resources, videos, interactive online modules, and hands-on activities. Catering to different learning styles can enhance understanding. Spaced repetition: Implement spaced repetition techniques by revisiting and reviewing the key concepts at regular intervals over time. This helps reinforce the information in the learner's memory and prevents forgetting.

Effective post-training support is essential for integrating new skills into the workplace. - Reinforcement Sessions: Hold follow-up meetings for discussion and application. - Additional Resources: Provide ongoing access to learning materials. - Peer Learning: Encourage sharing experiences & insights among colleagues. - Practical Application: Integrate training into daily tasks and projects. - Mentoring: Offer guidance through mentors or coaches. - Feedback and Progress Tracking: Regularly assess and give feedback on skill application. - Cultivate a Learning Culture: Promote continuous personal and professional growth. Remember, training doesn't end in the classroom. It's about how those skills are nurtured and applied in the real world.

We use peer to peer coaching with MTD. We believe it is valuable and is not so resource intensive as coach/line manager coaching due to time constraints.

Offering coaching and mentoring programs that provide one-on-one guidance and feedback can deepen employees' understanding and application of newly acquired skills. Through ongoing support, employees can integrate their training into their daily roles, fostering a culture of continuous improvement and growth within the organization.

Follow up is key after training. I use both pre and post training surveys. And ensuring I understand and set the right expectations. The follow up is to ensure that the training materials are understood and can be used on a daily base. If it’s not easy enough to understand or implement then it will be easily forgotten. Like muscle memory it’s use it or lose it.

As a training manager, I agree that monitoring and measuring the progress and impact of training is essential to ensure that employees are learning and applying the skills and knowledge they need to stay safe on the job. By regularly monitoring and measuring the progress and impact of training, we can identify any gaps, issues, or areas for improvement in the training content or delivery. This information can be used to make necessary adjustments and ensure that training is meeting its objectives.

Sharing an effective handout after training is helpful to encourage continuous learning. It includes key takeaways, actionable information, practical examples and additional resources to provide them to keep learning and explore new perspectives.

Employee training should never be considered “over”. Once the key disciplines are learned you move into the PDCA phase and continuous improvement!

Encourage the application of newly acquired skills through practical scenarios, mentorship programs, and regular feedback sessions. Foster a culture of curiosity and growth, promoting access to additional resources and providing opportunities for ongoing skill development, ensuring that the knowledge gained during training translates into tangible, sustainable results within the workplace.

Provide personalised praise to individuals by acknowledging their unique strengths, contributions, and growth during the training. Issue certificates or badges to employees who successfully complete training milestones or achieve specific goals. Consider awarding prizes or incentives to individuals or teams who demonstrate exceptional performance or make significant progress during the training. This can include gift cards, extra time off, or special privileges. Prizes create a sense of excitement and motivation. Celebrate achievements on internal communication channels like Slack or Microsoft Teams. Share success stories, photos, or videos to inspire and encourage others to strive for success.

One of the best ways to "continue" with training is to have the "trained" people become "trainers" themselves. This helps the training process move from passive to active.

Its nice to ask them to prepare practical workshope about the training and deliver it to thire teams .it help them to understanding it more and all team exchange experience .