How you can avoid making the worst mistake of employee training

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The reason startups push so hard to bring out an MVP (Minimum Viable Product) is because they want to get customer feedback as soon as possible. Feedback is gold. Regardless of how good you think your product or service is, it doesn’t mean much if the customers don’t like it. The same applies to employee training. Do your employees find the training useful? Is the training even effective?

One of the worst mistakes of employee training is not measuring the outcome.

Your employees are often the ones in direct contact with your customers, so you need to ensure that they have the right skills to delight them.

How often do you evaluate your training, and how do you do it?
Do you look through your training content to see if the information is still relevant? Information becomes obsolete and the world we live in is changing, fast. Along with new trends and innovations are new skills we need to acquire to remain relevant and competitive. So if you haven’t evaluated your training program in a while, it might be worth a revisit. And here’s how you can do it.

Start the evaluation process by directly asking your employees what they think about the training. You can use the Kirkpatrick’s Training Evaluation Model to guide your evaluation process. We’ll break down the stages of evaluation for you below:

The first level: reaction, measures how your employees feel about the training.
In your feedback sessions, try to understand the effect training has on your employees’ emotions. Typical questions you can ask are:

  • Did you find the training fun and enjoyable?

  • Did you find the training helpful and relevant to your job?

  • Would you even go through this training content if it wasn’t compulsory?

An easy way to implement the first level is to add a feedback form at the end of the training. On Funzi, users can send open-ended feedback directly to us on our  service. If you’d like more ways to get feedback, we can also leave a link to your survey at the end of the training course.

The second level: learning, measures how much knowledge and skills your employees acquire from the training.

You need to identify the goals of the training to measure how much your employees have learned. To do this, you can quiz your employees before and after the course to see the difference.

Funzi mobile learning

With Funzi, you can test the users before the training as well as follow their performance as they progress through the course. There are quizzes scattered throughout the course to verify the employees’ learnings. Take a look for yourself how training on Funzi can look like with our Founder 101 entrepreneurship course.

Funzi reporting

Plus, with access to your own customized reporting dashboard, you can check out in real time how your employees perform.

After your employees complete the course, compile the assessment results to evaluate whether the training’s goals were achieved. Have your employees been able to master those skills? If not, what needs to be improved?

The third level: behavior, measures to what extent the employees apply what they’ve learned during the training to their every day job.

Here are a few ways you can measure this:

  • Observe your employees on the job

  • Interviews

  • Reflective exercises

  • Feedback from supervisors, peers, and customers

The fourth level: results, measures tangible outcome that occur as a result of the training. This is when you can accurately determine the ROI (Return on Investment).

These concrete outcome could be for example:

  • Increased sales, customer satisfaction, and return rate   

  • Increased employee productivity, satisfaction, and retention

  • Reduced cost of production and errors

When you combine the various methods from different levels, you’ll gain a better understanding of whether you’re providing relevant and useful training content that would actually help your employees with their everyday work.

With this evaluation model, we hope that you can avoid the worst mistake of employee training. A good thing to note though is that while it’s important to assess your training program, this process can be rather costly. Evaluate how much resources you can use on this process. You don’t have to conduct all the four stages in the beginning, but start by identifying what type of evaluation will be the most useful for your company and build up from there.

Let us know in the comments below if you found this helpful or if your company already measures the effectiveness of your employee training program! We’d love to hear your best practices.

Train your employees easily and effectively with Funzi mobile learning, send us a message to request a demo.