Pushing Rewind: How to Undo Bad Effects of Bad Training

Adding to yesterday’s post, here are more tips on how to create new and more effective training programs, along with some other best practices for undoing the bad effects of bad training.  

Gain executive buy-in. If you’re developing and promoting a new or revamped training program, recruit executives to help you develop it and promote it. This is especially important if you’re trying to undo some bad effects and habits driven by previous training because executives will offer a bird’s-eye perspective of what needs to take place across your organization. And they’ll be able to inspire management teams and employees to get on board with your training initiatives (especially if they entail change), as well as offer valuable feedback and insight.
Audit and assess your employees’ learning profiles and strengths to offer relevant and personalized learning experiences. If you want your training programs to be effective, they must cater to each learner’s strengths, knowledge base, experience, and interests. For example, if you’re trying to encourage learners with no interest, aptitude, or incentive to learn how to code, your program will probably fall flat and be ineffective.
If you’re trying to train employees who already have basic coding skills, your program will fall flat, too. And if you’re trying to teach your learners via manuals and documents but they learn better via hands-on experiences, your program will also be ineffective, and so on.
So, before developing or revamping a training program, audit and assess your employees’ profiles so that they’re up to date and so that you’re only offering them personalized training opportunities and materials that will truly be valuable to them via mediums that resonate with their specific learning styles.
Overall, more personalized learning experiences will keep employees’ engagement levels and work-performance levels up while increasing the overall effectiveness of your training programs for your organizational goals and objectives.
Refresh your training technology and resources. To automate your personalized learning objectives, you might need to upgrade to a learning management system (LMS) that has an experience application programming interface (xAPI).
Such technology allows you to automatically link learners’ profiles with their actions inside and outside an LMS and can track attendance, course completions, and test scores, as well as automatic work inputs, outputs, deliverables, tasks, and more. The technology can also suggest relevant courses and learning material to learners.
Promote a culture of learning across your organization. One of the most foolproof ways to ensure your training programs are effective is to promote a learning culture across your organization where employees seek knowledge and are always striving to increase their performance. Read “How to Implement an Effective Learning Culture for Your Company” to learn more.
Adopt a change management strategy and remain patient and steadfast. Above all else, as you’re working to undo the negative effects of bad training, it’s important that you remain patient and consistent and that you properly prepare your employees for change. They might resist your efforts at first or automatically resort to what they were taught in previous training programs that were bad.
Follow the tips above and in yesterday’s post as you work to create new and more effective training programs and undo the effects of previous training that was bad.