As the year closes, we often find ourselves reflecting on the wins and losses for our training programs to prepare for 2020 resolutions or goals. These wins and losses could be minor or major. A win could be as simple as an increased enrollment for an optional course. On the loss side, the learning and development team may need to consider re-evaluating the LMS due to a high number of employee complaints from unregistered completion status.

Were 2019 Training Goals Achieved?

When considering the organization’s goals from 2019, were they all achieved? Do any of these goals need to continue to be part of the 2020 training strategic plan? If not, why? What issue kept the goal from being achieved? This is important to consider as you prepare your 2020 goals. The same issue could keep a new goal from being accomplished.

How Do You Want to Move Forward?

After reviewing the 2019 training goals, what was considered to be your top training priorities by the employees and leadership? If you do not know, this should probably be your first goal. Simple idea, but overlooked because we often feel that we know what employees need and want.

Take time to consider conversations in the break rooms, at lunch and after training sessions with others throughout the year. What did others tell you they liked or did not like about the training environment, courses, or in general? Are there simple adjustments that can be made to improve the training experience? What short-term and long-term goals are required for 2020?

Next Steps

Depending on the training goals or resolutions, QAA’s consultants can provide experienced consultants who understand how to offer insights and recommendations while following an organization’s procedures. Our services and products are based on analysis and evaluation. Contact us to schedule a free consultation and ask about our New Year discounts.

6 November 2018

---

Whether you work in a small or large environment, it is easy to fall into victim to a ‘silo’ or ‘blinder’ view. This is where you only know what happens within your department or section. While this may help when first learning the job, it can lead to efforts being duplicated. Also, when people leave or transition from positions, processes may be lost due to lack of sharing.

Lack of Knowledge Sharing

A recent T&D article discussed the lack of knowledge sharing within the work environment. It was a review of Panopto’s Workplace Knowledge and Productivity Report which found that six of 10 employees have difficulty finding needed information. In the study, participants reported spending six hours per week duplicating efforts and eights hours per week performing inefficiently due to lack of knowledge. As expected, new employees are more susceptible to working inefficiently (28 hours per month). 

Based on these findings, organizations may consider updating their on-boarding processes to include knowledge sharing. A key consideration when doing this should be that the average time participants reported it takes to learn a new job is six months; however, most only received 2.5 months of formal on-boarding.

Creating a Knowledge Sharing Environment

The numbers point to breaking down the silos and creating a knowledge sharing environment. But, how do we do that? The Enterprise Communication Network  has provided six tips.

1. Keep Communication Transparent – Employees should be able to freely express their ideas which might contribute to company success.
2. Organize Scheduled Meetings – Devote round table meetings to allow employees to share ideas with their superiors.
3. Engaging People via Conversations – Like-minded people tend to share ideas and create new and exciting ideas. However, they need to have opportunities to meet outside of formal meetings (i.e. company BBQ, picnics, etc.).
4. Telling Success Stories – Leadership must share success stories with junior staff to motivate and encourage. 
5. Creating a Knowledge Base – Develop a repository of knowledge where information can easily be accessed and stored.
6. Open Door Policy – Allow employees to feel comfortable approaching to ask questions of peers and superiors.

Conclusion

It’s time to break down the silos that divide a company and limit growth. The employees are kept unaware of what is happening within another group and unable to share beneficial knowledge. If knowledge is truly power, you should be willing to share throughout your organization.

2 October 2018

---

Does your organization have a strategic plan or goals? Does it have a mission or vision? (If you have not established these yet, I recommend reading Dave Ramsey’s, EntreLeadership, for how to write a mission statement as a starting place.) If you have these directional statements or strategic goals for your organization, these should set the path or be aligned with your training for their foundation goals.

Aligning Strategic Goals with Training

When you review your organization’s strategic plan, do you think of the future of the employees training? Usually, strategic plans are written in four to five year increments. In that time frame, what is the focus for your organization’s goals? Is it technology, increased sales, improved customer service, etc.? Based on the focus, how will you support your employees’ training to help achieve these goals?

Developing A Training Ecosystem Foundation

As you begin developing a training ecosystem, it is important to begin with the employees or learners. What are the end goals for the learners? Remember, these should align with the strategic goals. If your strategic focus is technology, you may have goals like,100% of employees will achieve a specific certification within a set time or the organization will adopt a new computer program by 20XX and all employees will be trained by XX. 

At the same time, these goals should how best to accomplish the goals for the employees. Most organizations want to grow and retain employees. Considering this, a mentorship and/or leadership growth program may be a recommendation as a compliment to the training. Also, an opportunity for employees to be cross-trained in other areas. This reduces silos within the organization and allows for understanding across company branches.

Conclusion

As you build and grow your organization’s training ecosystem, it is important to keep going back to the beginning. Have we aligned the strategic goals with training? What are your goals for the learner? What is the best solution or method for the employee’s achievement of these goals? If you answer these questions, you will establish and build a solid training ecosystem.

As always, Quality Analytics Associates is available to answer questions and assist you in starting or helping improve existing programs.