Training employees for change is hard. The pace and speed of business can be challenging to keep up with. This inevitable rollercoaster called change brings every employee along for the ride. We know that customers and employees will change. We also know that company products and services are likely to change too. So, how can we respond to change? Where can employee training help change be successful?
Anyone who is responsible for training knows the role can get difficult and change doesn’t always help. But, training employees has to support change. Whether you have a very disciplined training team or it’s someone’s second or third job, your training program can support change.
The truth is, change is the real training challenge, and training is change management.
Ask and answer these key questions
How does your employee training program respond to change? When do new employees finally learn what they need to know? How long does it take to create new content? Does the leadership team position those responsible for training as the solution?
Training employees for change happens fast
Everything is moving fast. Even for the companies that always stay the same, we know their product might change. If the product and company don’t change, the people do, or a policy does. Whether it’s the company, your products, or the people, training content needs to be up to date and delivered quickly.
Any educational role in every company should be in the lead. Getting learning & development professionals ahead of everyone is the best way to keep employees up to speed and on the same page. Then, you need software that supports change. It should be adaptable, fast, and flexible.
When training doesn’t lead, everyone lags.
Company & Employee Knowledge Management
Corporate learning professionals need help and time from subject matter experts. If they create complex lengthy training content loaded with lots of information, they may leave employees lost in translation. Changing this content becomes burdensome. Most company documentation and internal wikis end up way out of date, and word of mouth becomes an unreliable source of truth. Remember the telephone game?
Keep training content (data, information, knowledge) in a fast and flexible format that anyone can understand and you can change fast.
Employee Training Time
Employee training takes time. This is a big part of the challenge spanning content creation through scheduling. Taking employee time to gather knowledge, or even just getting people in a classroom is taking away from work productivity, while changes are already happening. What you really need is more effective training that takes a lot less time.
Consider how much time your training program takes employees away from their job. How could your training strategy unintentionally invite employees to waste time? Does your software prevent employees from pressing the “Next” button?
The best way to manage change is to accept it. The next best way is to prepare.– Anonymous
Employee training challenges come from company change. Software platforms that don’t efficiently manage knowledge and support the pace of the business while respecting everyone’s time simply can’t keep up.
Employee training should be optimized for time and content.