How do you create a transfer climate that encourages and rewards the application of training to work?

1 Assess the transfer needs

Before you design and deliver any training, you need to assess the transfer needs of your employees and your organization. This means identifying the gaps between the current and desired performance, the learning objectives and outcomes of the training, and the barriers and enablers of transfer. You can use various methods to conduct a transfer needs assessment, such as surveys, interviews, focus groups, observations, and performance data. The results will help you tailor the training to the specific needs and expectations of your employees and your organization.

2 Align the training with the work

One of the key factors that affects training transfer is the alignment between the training and the work. This means ensuring that the content, methods, and context of the training are relevant, realistic, and applicable to the tasks, situations, and challenges that your employees face in their work. You can enhance the alignment by using examples, scenarios, simulations, case studies, and exercises that mirror the work environment and conditions. You can also involve the employees in the design and delivery of the training, such as by asking them to share their experiences, problems, and solutions.

3 Provide ongoing support and feedback

Another important factor that influences training transfer is the support and feedback that your employees receive before, during, and after the training. This means providing them with the necessary resources, guidance, coaching, mentoring, and encouragement to apply what they learn to their work. You can provide ongoing support and feedback by creating action plans, follow-up sessions, peer networks, online forums, and newsletters. You can also use various tools and techniques to monitor and measure the progress and impact of the training, such as quizzes, tests, surveys, interviews, and performance indicators.

4 Recognize and reward the transfer

A final factor that affects training transfer is the recognition and reward that your employees get for applying what they learn to their work. This means acknowledging, appreciating, and incentivizing their efforts, achievements, and improvements. You can recognize and reward the transfer by using formal and informal methods, such as certificates, badges, bonuses, promotions, praise, feedback, and public recognition. You can also create a culture of learning and sharing, where your employees are encouraged to learn from each other, share their best practices, and celebrate their successes.

5 Create a transfer climate

Creating a transfer climate is not a one-time event, but a continuous process that requires planning, collaboration, communication, and evaluation. It involves aligning the goals and expectations of your employees, your organization, and your training. It also involves creating a supportive and rewarding environment where your employees can apply what they learn to their work. By creating a transfer climate, you can increase the effectiveness and value of your training, and enhance the performance and satisfaction of your employees.