Why Most Employee Training Fails

Research indicates that only 9% of individuals who commit to making resolutions or changes manage to follow through over the course of a year. Interestingly, statistics show that 23% abandon their efforts after a week, while 43% give up after just a month. A lot can be due to being consistently inconsistent.

Given these findings, it raises questions about the effectiveness of employee training. One starting point that has been found is implementing changes in business processes without sharing the change with the team. Without a well-structured plan for guiding change, it's likely that resistance will increase. There are four key reasons why employees tend to become inconsistent with a new process.

Pain: ?Similar to the discomfort experienced with a new workout routine, adopting new technologies or processes in a business can be frustrating due to the initial learning curve. Changes in daily tasks or schedules can be challenging and even manager feedback, when provided without proper training, can be demoralizing.

Lack of Support: Employees may feel isolated when they're met with little understanding or encouragement from friends, family, or fellow colleagues. The internal friction that arises when some employees excel while others lag can lead to finger-pointing and a lack of motivation to continue. In such cases, reverting to old practices or rallying others to give up seems more appealing than persevering alone.

This can also apply to new hire training. Once the new employee finishes the training and is now part of the daily flow of tasks and actions, if there is not support from others, they are left to figure out implementation on their own which can be frustrating or leave them feeling isolated. A good idea would be to pair them with a mentor for a few weeks.

Results Taking Time: Our culture often prioritizes instant results, which can lead to impatience among both leaders and employees. When success milestones and measurement checkpoints are not clearly established, there can be varying interpretations of progress. When the initial excitement fades and tangible results are slow to materialize, doubt can set in, affecting focus and effort.

Time Off or Skipping Steps: Just as individuals may skip a workout session, employees might opt to bypass certain steps in a new process or delay tasks. This behavior becomes acceptable if there's no accountability or support from higher-ups. This can lead to a fragmentation of processes and a lack of unified effort toward achieving business goals.

Even when a process is put in place, a significant challenge lies in overcoming the consistent inconsistency of teams. So, how can this inconsistency be addressed, and consistency fostered?

To achieve consistency, it's crucial to establish a clear process

To achieve consistency, it's crucial to establish a clear process – a step-by-step roadmap detailing actions required to complete tasks. This process should not be reliant on individual traits or personalities. One effective approach involves whiteboarding the process, creating generic examples to illustrate each step.

Implementation of the process is where many stumble. Often rushed due to inadequate training resources or the assumption that experienced employees already know the ropes, this phase greatly influences productivity.

It is easier to lead individuals to a process versus forcing a process on individuals.

Correct implementation entails:

Explain the Process: Clearly outline the new process (What, Why & How) and its deviations from the current approach. Emphasize its significance for both the business and employees, illustrating its potential for increased efficiency, revenue, or improved services.

?Demonstrate the New Process: Overcome the tendency to skip this step, especially if employees are experienced. Like any skill, learning by observation and mimicry remains valuable. Don't assume that conveying instructions verbally is sufficient; demonstrating the process is crucial.

Roleplay and Confirmation: Roleplaying the process with the team, followed by their explanation of it, ensures comprehension. Remember some individuals can mimic what is needed but do not understand why they are doing it. This can lead to forgetfulness and skipped steps. This step helps identify any gaps in training and reinforces retention.

Feedback and Coaching: Providing continuous feedback, both positive and constructive, allows employees to refine their understanding and execution. It's imperative to encourage employees to explain the changes and new process, ensuring they internalize the information.

Follow Up, Inspect, and Coach: Consistency demands ongoing involvement from leaders. Regularly inspecting team performance and delivering focused coaching sessions ensures that employees remain aligned with the process.

Maintaining consistency is essential. Leaders who prioritize inspecting, focusing on actionable improvements, and coaching fosters a culture of dedication and adherence to the established process. The role of inspection should never cease, even as training sessions evolve over time.

Creating and implementing a well-defined process, backed by thorough training and ongoing support, is key for achieving consistent results. Every employee, like any top athlete, benefits from coaching and guidance to maintain a high level of consistency in their performance.

Aim for a state of "consistently consistent" within your organization.

If you found value, please make sure to sign up for the newsletter so you do not miss the next article. I will be sharing some of these findings when I present my workshop, “Now that you have the data, how do you get your team to maximize it’s value?” at the Modern Retailing Conference this November in Palm Beach Florida.

Tickets available here: https://bit.ly/3MKuGCO