Its depends on Soft or Hard Skill.As the below example. Training agents for new soft skill like time Management we need at first give the benefits of this skill to the agents and give them the motivation to learn it beside the learning of it we must consider the learning curve and the severity of this skill to the business to make sure the training for this skill is effective we must set SMART technique and after delivering the training we need to check the outcomes of the training with the PDCA to make sure of constant feedback and continuous improvement of the skill. The same will be followed with a hard skill beside the above points ( SMART and PDCA ) we need to make sure of the deliverables and using the Gemba walk to check the progress

It has been my experience that when you are training adults, you need to allow them to draw from previous experiences, allow them to correlate to their new roles and reinforce during training by three fundamental practices in the classroom. 1. Tell 2. Show 3. Let them do it It is important for employees to immediately practice skills just learned, and tie it into the bigger picture. By repeating and building on the steps of process, you create a "muscle memory" for your employees. Following up on lesson learned based on KPIs and benchmarks during the TTC period.

We can prevent the repetition of past errors by consistently providing moment-to-moment guidance during their initial attempts, addressing mistakes, and ensuring a smooth learning curve.

Regular Reinforcement Coaching and Feedback Recognition and Rewards Peer Support Performance Metrics Interactive Learning Skill Application in Real-Time Follow-Up Training Create a Learning Environment By integrating these strategies, you can help agents solidify their new skills and apply them effectively in their roles.