More than ever, high-quality training is a critical component of your business.?Taking the time to train your employees with not only contribute positively to your safety program, but it can increase your production, improve efficiency, and help reduce costly mistakes.?When thinking about how to train your team, resist the urge to use basic PowerPoint with a lecture or a simple video from the 80s (we all know the videos I’m talking about).?While this may suffice in K-12 and at the college level, your adult workforce may not learn in the same way.?
Adult learning theory is a theoretical framework that explains how adults learn and process new information. There are several key points associated with adult learning theory to consider:
- Allow for self-directed learning. ?Adults have the ability and desire to take control of their own learning. They are more motivated to learn when they see the relevance and value of the information and have a say in what and how they learn.
- Learn through experience.??Adults often learn best by doing and learning from their experience – whether it be success or mistakes. They tend to learn more effectively when they can relate new information to their own experiences and apply it to real-world situations.
- Create problem-centered learning.??Here is the problem we are trying to solve, and here is th training we need to do to solve it.?Adults are more interested in learning that is focused on solving problems or meeting specific needs, especially ones that apply to their everyday work lives. They learn best when they can see how the information can be applied to solve problems or improve their work performance.
- Identify needs-based learning opportunities and help alter their perception. Adults are more willing to learn when they perceive a need for it. They will be more motivated to learn when they are facing a new challenge, problem, or opportunity and perceive it as relevant to their goals. This is where healthy communication with your workforce is vital.?Open communication is key to identifying where your employees may be struggling.?Then you can create problem-centered learning solutions!
- Make learning at your company a social activity. ?Adults also learn effectively when they can share their experiences and perspectives with others and engage in meaningful dialogue. ?Let’s face it, we all like talking about what we do and demonstrating what we know.?It makes us feel smart and valued when others are listening attentively to our experiences.?Adults tend to find it more engaging and effective when they can learn and reflect in a group rather than in isolation.?The best part is, when someone shares something, it quite often triggers a response from someone else.?This becomes a force multiplier in bringing in new viewpoints, experiences, or technical information, especially with someone who may be a little more hesitant to start the discussion on their own.
- Motivate your employees to learn – for their good and yours. ?Adults are more self-motivated and directed and have a greater need to know why they need to learn something.?They always want to be sure that it has direct relevance to their job or their life.?We are all busy in life, whether at work, at home, or both. ?Sometimes we feel like we don’t have the energy to learn new things, but employees can identify and understand the need for additional learning and how it can personally benefit them, the motivation to seek out learning opportunities will be much higher.?And remember, different things motivate different people.?Money is a classic motivator for large number of people.?Getting that additional training and getting raise because of it may be the push someone needs to pursue something new.?Others may seek out new information as a personal motivation to improve their own job performance as a means of elevating their status among peers (and their management team).?Whatever the case may be, learn what will motivate your employees and nurture it.
These basic principles help explain why traditional teaching methods, such as lectures and rote memorization, may not always be as effective for adults as they may be for children and young adults. The principles of adult learning theory emphasize the importance of active, experiential, and problem-centered learning, which can be achieved through various methods.?This can include discussion-based learning, case studies, role-playing, and simulations.?If you see an employee struggling to grasp what is being taught, you can shift through several methods to find the way that best suits them (or the group).?
And finally, no matter what methods you use, always seek feedback from employees once the training has been completed. ?Continuously improving and evolving how you deliver your training should always be one of your top priorities.?
