Professionals in the corporate training field often lament that after a day of training is done, it’s hard to tell if the students will really behave differently once back at work. It’s a very realistic concern – it takes effort and discipline to change a habit. In order to make the most of the money spent on training, it’s important to have plan in place after the training is complete. Here are some tips:
Make sure that managers are aware of what their staff is learning. One good scenario would be to have the managers attend the same training as their staff. Another fine way to go would be to have the managers attend a special training where they learn what the staff will learn and then go over a process to help staff in the following months make the necessary changes in behaviors.
So how can bosses help their staff makes changes? After the training, in a staff meeting or in one-on-one meetings, the manager can ask employees what they learned. The manager and direct report can collaborate to create goals related to the training and a deadline to achieve them. For instance if the training was about diplomacy in the workplace, the manager can ask an employee to practice three of the techniques learned in class at work by the end of the week.
Another important consideration is “modeling.” Employees look to their bosses for cues on how to behave at work. If the boss models or uses the new diplomacy techniques, employees learn that this training is meant to be taken seriously.
A boss can also use recognition to encourage a change of behavior by giving accolades to those trying the new behaviors. Appreciation is a proven motivator for employees.
