{"id":5347,"date":"2018-10-29T15:42:55","date_gmt":"2018-10-29T15:42:55","guid":{"rendered":"https:\/\/www.walkme.com\/blog\/?p=5347"},"modified":"2023-05-02T15:44:30","modified_gmt":"2023-05-02T15:44:30","slug":"4-training-techniques-part-2","status":"publish","type":"post","link":"https:\/\/www.walkme.com\/blog\/4-training-techniques-part-2\/","title":{"rendered":"Part 2: 4 Essential Training Techniques to Save Employee Retention"},"content":{"rendered":"

This is the second article of a two-part series on the most essential parts of employee training<\/a>. Check out Part 1 here<\/a>.<\/em><\/p>\n

Chip and his weary tale of the \u201coverwhelmed employee<\/a>\u201d continues. Unfortunately,\u00a0 it’s all too common \u2014 and entirely avoidable. In 90 days, he\u2019s ready to walk out your company’s doors.<\/p>\n

Chip\u2019s initial enthusiasm was burned to a crisp. He struggled to learn your software systems. You didn\u2019t pay attention to his learning style in onboarding. Your training methods were rigid when they needed to be agile. Chip also never had a space to communicate his challenges.<\/p>\n

You didn\u2019t suspect he was a churn risk, and now it\u2019s too late. But new hires like Chip will never stand a chance at retention \u2014 not when your approach to training fails to empower them.<\/p>\n

In part one, we explored the first key four training techniques that could save future employees. After all, where there\u2019s one frustrated hire, there\u2019s bound to be a sentiment infecting the rest of your team.<\/p>\n

Here are the last four strategic training techniques that could have reversed Chip\u2019s churn story.<\/p>\n\n

1. Highlight growth trajectory and make onboarding feel meaningful<\/h2>\n

\"training<\/p>\n

The intent here is to cultivate all that fresh talent, knowledge, and energy. A goal-oriented new hire makes a productive employee. Make sure to set goals together and define expectations for your new recruit.<\/p>\n

Employees need goals that reflect your company\u2019s strategy. It\u2019s also important to promote individual employees\u2019 personal goals<\/a> for career growth.<\/p>\n

If business objectives seem unclear \u2014 or lack professional development \u2014 your new hire will become less committed to the company. Diminished motivation takes a toll on employee retention.<\/p>\n\n

Empower your trainees with an interactive Digital Adoption Platform (DAP). Request a demo today<\/a>.<\/h3>\n

Watch out for employees that feel their professional success is ignored. They won\u2019t see themselves with your company for the long-term.<\/p>\n

Keep in mind, a quarter of the workforce is swapping careers each year<\/a>, and retention is only getting worse. In fact, Forbes called employee retention \u201cthe biggest challenge\u201d for talent leaders last year.<\/p>\n

Employees like Chip can\u2019t flourish if training is too complicated. Without rethinking your training techniques, even the most talented new hire could squander the potential you scouted.<\/p>\n\n

2. Consult with managers so they own their role<\/h2>\n

\"training<\/p>\n

A survey<\/a> by the American Society for Training and Development says, \u201cA remarkable 75% of executives say mentoring has been critical to their career development, according to a survey by the American Society for Training and Development.\u201d<\/p>\n

Moreover, research firm Leadership IQ polled 32,000 people to evaluate feelings surrounding work culture. The results show that engagement, motivation, and inspiration at work jump among employees who spend 6 hours per wee<\/a>k with their direct managers.<\/p>\n

Inspiration rose 29% higher when employees were spending one to six hours with their leaders; engagement leapt 30%, innovation soared 16%, and intrinsic motivation<\/a> flew 15%. Intrinsic motivation at work translates to engagement fueled internally \u2014 because employees are finding their roles to be inherently satisfying.<\/p>\n

Unfortunately, Chip never did. A clear lack of management negatively impacted how he felt about your work culture.<\/p>\n\n

Read next: A glimpse into your new hire\u2019s worst nightmare<\/a><\/h3>\n

When designing your training techniques<\/a>, don\u2019t forget the impact your leaders have on developing new talent. Otherwise, you\u2019re building a puzzle, but missing a huge chunk in the middle \u2014 you could have a vision, but that picture will never fully fit together as it could.<\/p>\n

Leaders hold this missing piece.<\/p>\n

Before your new hire joins the team, are you building a strategy with that employee\u2019s manager? Consult with managers in your company and make them an integral part of your training strategy.<\/p>\n\n

3. Clarify your new hires\u2019 contribution to the business strategy<\/h2>\n

\"training<\/p>\n

If you\u2019ve ever seen the Karate Kid, you\u2019ll remember Mr. Miyagi\u2019s infamous lesson of \u201cWax on, wax off!\u201d While the plucky protege learns to defend himself, movie magic doesn\u2019t always work in the workplace.<\/p>\n

After all, in the film, the lead almost throws in the towel during the first days of his training. He doesn\u2019t trust Miyagi\u2019s methods and questions his ability to grow in this space. It\u2019s not until Miyagi does a grand reveal that Daniel finally understands the point of his training \u2014 and truly devotes himself to the practice.<\/p>\n

But in real life, this movie moment never clicked for Chip. He was left making the most of a broken keyboard and didn\u2019t realize why his work benefits your company.<\/p>\n

It\u2019s imperative to clarify how individual roles drive the business vision forward. If you fail to do so, and if growth feels impossible in the company, you will lose more employees.<\/p>\n

Don\u2019t underestimate basic human psychology. It\u2019s human nature to dislike blindly following directions \u2014 and employees care that individual productivity<\/a> means something. It\u2019s up to you to show your new hires their potential to rise in the company. This also will organically bring about better engagement, because your employees will understand there\u2019s always a method to the madness (and it matters).<\/p>\n

When employees care about their tasks, they\u2019ll also feel dedicated to their roles. In a 21st century digital age, that\u2019s a must-have for workers. Today, employees want to feel like meaningful contributors \u2014 and as soon as possible.<\/p>\n\n

4. Remember KISS when designing your onboarding strategy<\/h2>\n

\"training<\/p>\n

In the 1960s, the U.S. navy coined a strategic design principle: \u201ckeep it simple, stupid.\u201d Nearly six decades later, we\u2019re in the middle of a digital era \u2014 and the KISS acronym is more relevant than ever before.<\/p>\n

Even Steve Jobs cared about discovering \u201celegant solutions<\/a>.\u201d His mantra centered on two points: \u201cfocus and simplicity.\u201d Not only was this mantra good enough for the innovator behind the first iPhone, it\u2019s the key to designing your onboarding strategy.<\/p>\n

Remember, a new workplace can feel like a new city \u2014 one with overwhelming traffic.<\/p>\n

It\u2019s all too easy for new employees to get lost in the din of digital change. Are you throwing your employees straight into a traffic jam?<\/p>\n

Don\u2019t be afraid to rethink how you map out your employee training techniques. Minimize the noise for new workers. After all, your goal isn\u2019t to confuse your staff with information overload<\/a>. Rather, it\u2019s to make their objectives clear.<\/p>\n\n

Back to the future<\/h2>\n

\"training<\/p>\n

Think back to overlooked, overwhelmed Chip. He\u2019s not the only talent your company could retain. A well-trained and encouraged new hire will save you from turnover<\/a>.<\/p>\n

With a contextual learning tool, Chip can safely navigate through new systems. Maybe your new training techniques will ditch the auditory lectures \u2014 and you\u2019ll use on-screen visual clues instead.<\/p>\n

If you didn\u2019t have enough of a visual element to training from the start, a successful onboarding strategy is bullet-proof. Chip would have space and trust to communicate with you what\u2019s missing in his training journey. Maybe you could make your training for him less information-heavy \u2014 and more straightforward.<\/p>\n

In this improved, alternate reality, Chip\u2019s boss would play an instrumental role in building a just-right onboarding process. Chip would understand from his first day that his work was significant to your company \u2014 and he wouldn\u2019t feel bored. He\u2019d feel inspired to gain proficiency in all the new processes.<\/p>\n

With better training techniques, you won\u2019t just save Chip \u2014 he\u2019ll become a high-valued player.<\/p>\n

__________<\/p>\n

WalkMe\u2019s Digital Adoption Platform (DAP) transforms the user experience in today\u2019s overwhelming digital world. Using artificial intelligence, engagement, guidance, and automation, WalkMe\u2019s transparent overlay assists users to complete tasks easily within any enterprise software, mobile application or website. Discover how a DAP can revolutionize your business \u2014 request a demo today<\/a>.<\/span><\/em><\/p>","protected":false},"excerpt":{"rendered":"This is the second article of a two-part series on the most essential parts of employee training. Check out Part…<\/span>","protected":false},"author":246,"featured_media":5348,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"mobile_image_id":0,"tablet_image_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[89,87],"tags":[96,117,178],"class_list":["post-5347","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-digital-transformation","category-training-onboarding","tag-employee-training","tag-new-hire-onboarding","tag-wmb-to"],"acf":{"__coauthors":""},"yoast_head":"\nPart 2: 4 Essential Training Techniques to Save Employee Retention - WalkMe Blog<\/title>\n<meta name=\"description\" content=\"New hires will never stand a chance at retention when your approach to training fails to empower them. 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