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Workplace Training Do’s and Don’ts

What comes to mind when I mention “workplace training”—or what do your employees do first?—and why? I may hazard a guess that responses might range from rolling their eyes to rejoicing over a day without checking email to even mounting worry about all the catching up that will be required.

One of the essential components of every firm is its workforce. No matter how high the annual turnover, profit margins, or sales are, a company will only advance if it devotes time, resources, and effort to the education and training of its staff.

After all, just like any other inanimate object, a person must continually develop new information, attitudes, and skills. Thus each company must have a charter ready and update on how to train your employees.

These three factors should be considered while creating a training program! In addition, the skills necessary for good work habits and a high degree of proficiency should be taught in an effective training program.

Any subject, such as soft skills training, emotional intelligence training, or sales management training, is acceptable. However, it should broaden workers’ knowledge so they can learn and accomplish more independently. In addition, a successful training program should motivate participants to act now rather than later.

We will examine the Dos and Don’ts of how to train employees in this article.

1) Do explain the purpose of the training session

Setting expectations with the team members when planning training sessions is essential so that they know how much training they must finish and by when. For instance, if the staff need more sales abilities and cannot close new accounts, the training programme should be designed to help them acquire the necessary skills.

Additionally, when it comes to training, it is crucial to find a balance between routine daily responsibilities at work and training. It’s critical to ensure the team members can effectively absorb the lessons from the training sessions without being overworked.

2) Include as many team members as necessary

Encourage every employee to attend training programs that are appropriate for them. This guarantees new hires a successful start to their careers and prevents them from picking up destructive behaviours from more seasoned staff.

Making the employees feel important to the organisation by including them helps them feel that way. In addition, when given a chance to develop their unique skills, employees stay with the company longer and generate better outcomes.

3) Keep track of all training outcomes

Someone should be tasked with keeping track of employee performance after the training. The easiest method to do this is to set measurable targets in advance, such as a 15% increase in sales. However, monitoring and tracking some training forms can be more challenging. For instance, if you want to assess the success of customer interaction training, there cannot be any predetermined measures.

A better understanding of which training programs are successful for a business will come from tracking the results. Evaluating and planning the organisation’s future training requirements will be more straightforward.

4) Permit staff to provide feedback

Since the employees participate in training programs, getting their opinions on those programs is crucial. If they are unhappy with the programmes, what use is a training session?

After training sessions, allot at least ten or fifteen minutes for questions and answers. Everyone leaves with a complete comprehension of the topic thanks to a question-and-answer session.

5) Rejoice in your training’s accomplishments

It’s critical to recognise employees’ successes when it comes to training programs. For example, employees should receive rewards for completing the staff training program. Another strategy for inspiring the team to perform better is providing incentives and awards to workers who apply essential principles at work.


1) Don’t establish improbable objectives

Before starting a training program, setting realistic training objectives is crucial. The performance of an employee cannot be changed abruptly. Expecting to see results as soon as the training sessions start is unreasonable.

For instance, it will take at least two to three months to see any noticeable outcomes if you want sales training to enhance sales. This is because it takes time for information to be transformed into practical abilities that yield results.

Analysing industry performance norms can teach one about average statistics and the standards for the industry. Therefore, regularly provide training, like once every three months, and gradually raise the bar.

2) Avoid using training as punishment

Even if it has negative implications and happens as a result of anything undesirable, it is essential to build a good attitude for the training. A negative subject might start training, for instance, due to recently occurring thefts, client complaints, or a rival’s successful recent performance.

Stress the significance of corrective action instead of making accusations.

3) Ensure personalise the training course

To best fulfil the needs of each person, employee training should be as individualised as possible. Furthermore, training materials should be customised for a particular job position. For instance, training a sales team vs a marketing team requires quite different approaches.

Changes in difficulty levels are also necessary to accommodate employee needs. For example, training individuals with two to three years experience will differ significantly from entry-level training personnel. Additionally, it is essential to help workers create skill sets that will suit their long-term professional needs.

Employee engagement is increased via personalisation, lessening the amount of unrelated information employees must sift through while learning.

Whether you are a small or large company doesn’t matter. It doesn’t matter if your company has been around for two years or twenty. Any firm may benefit from the correct training programmes, whether they sell software or garments.

You should allocate significant funds as a company to ongoing training. By doing this, you can be sure that your business will succeed more in the long term!

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