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<\/p>\r\n\r\n\r\n\r\n\r\n\r\n2020 was a dynamic year that required workers and leaders to adapt rapidly to crisis and change. While we appear to be looking ahead to calmer seas on which to sail for the rest of 2021, the changes that were made over the last year will most certainly stick around.\u00a0<\/p>\r\n\r\n\r\n\r\n\r\n\r\n
Because of the pandemic, the digitization of workplace learning and development programs took off at rates higher than previously expected, so technology firmly takes center stage in terms of how we learn and engage in corporate development. Neglecting routine and comprehensive training opportunities for employees can mean that your business may fall behind the other top performers in your industry because your workforce will not have adequate soft and hard skills training to keep them competitive, invigorated, motivated and creative in their own roles.\u00a0<\/p>\r\n\r\n\r\n\r\n
As you look ahead and develop corporate training for the rest of the year, be sure to avoid these common training pitfalls.<\/p>\r\n\r\n\r\n\r\n
Perhaps the biggest lesson we\u2019ve learned as a result of the pandemic in terms of how it affects workplace engagement is that technology is now a mainstay with regards how we communicate and function in our roles at work.\u00a0<\/p>\r\n\r\n\r\n\r\n
According to a Gallup poll<\/a> conducted in July of 2020, employee engagement reached an all-time high of 40 percent. Researchers believe that the crisis forced improvements with communication at work between employees and leaders. HR and management teams were forced to turn their focus to maintaining motivation, giving and receiving routine and effective feedback, keeping remote workers engaged, etc. They also had to make rapid changes if something wasn\u2019t going well to keep businesses afloat and productive in such a chaotic time.\u00a0<\/p>\r\n\r\n\r\n\r\n One full year into the pandemic, and experts are now predicting<\/a> that one of the consequences of the COVID-19 pandemic will be a wave of job churn in which up to 20 percent of our current workforce will seek out new employment opportunities. Job expectations changed rapidly over the past year, burnout rates soared<\/a> and people\u2019s personal values shifted, so this necessarily impacts how people are viewing their work.\u00a0<\/p>\r\n\r\n\r\n\r\n Turnover in the workplace can be costly. Replacing hourly workers, for example, can cost around $1500 per employee due to paid overtime for employees who have to help cover shifts, materials and training costs<\/a> for new hires, etc. 70 percent<\/a> of employees who left a job in recent years say they did so because their employer wasn\u2019t offering adequate career development. Keeping employees engaged through regular training and upskilling efforts can help reduce the effects of post-pandemic turnover, saving your organization money. Your organization will also remain competitive, allowing you to drive increased profits and reach in your industry.\u00a0<\/p>\r\n\r\n\r\n\r\n In recent years, businesses have spent around $83 billion<\/a> on corporate training, but much of this money has been wasted due to a lack of follow-up. Now, considering the impacts made by the pandemic, researchers are expecting<\/a> the eLearning software market to grow 16.2 percent by 2027. The major restraint to this growth will be lack of employee engagement and motivation, so it\u2019s crucial for leadership teams to make sure that their corporate training programs are as effective as possible to make the money spent on training worthwhile.\u00a0<\/p>\r\n\r\n\r\n\r\n Here are the five most common mistakes employers make<\/a> when providing learning and development programs and how to avoid making these mistakes with your own teams<\/a>.\u00a0<\/p>\r\n\r\n\r\n\r\n When leaders decide to provide a specific training to their employees, they can get caught up in the pressure of making the logistics work to actually carry out the program. However, to have an impactful learning event occur, employees need to know what to expect and be prepared themselves. Simply sending them a Zoom invite for corporate training doesn\u2019t give them enough of what they really need to show up ready to learn.\u00a0 Instead, employees may see training as just another routine meeting in their day.\u00a0<\/p>\r\n\r\n\r\n\r\n To account for this, create a checklist of the things that need to be done, and make sure this involves checking in with employees to ensure they know what to expect and are able to come prepared to learn new information. Have backup presenters\/presentation materials prepared, as well, so that the training can be carried out as intended, even if there are logistic issues that come up day-of.\u00a0<\/p>\r\n\r\n\r\n\r\n Experts talk a lot about engaging learners in corporate training programs, but are they really taking into account the diverse learning styles that your group of employees will have? Creating a successful employee training program means anticipating a variety of learning styles and needs being present. This means tailoring the content to your team\u2019s interests as best you can.\u00a0<\/p>\r\n\r\n\r\n\r\n Use micro-learning and AI to ensure that information is absorbed appropriately. If you notice that employees aren\u2019t fully engaged during the event, make an effort to find out why so that you can improve your engagement next time.\u00a0<\/p>\r\n\r\n\r\n\r\n Remember that engaging your team will be a highly individualized process, so it\u2019s up to you as the leader to know what they need and how you can deliver appropriate and impactful content to them. This can also include offering asynchronous learning opportunities via online courses that employees can complete when the timing is right for them. It\u2019s important that we meet our team members in a place that allows them to learn well.\u00a0<\/p>\r\n\r\n\r\n\r\n Establishing a system in which you receive regular feedback on all training opportunities will help you understand your team\u2019s needs. If you\u2019ve sourced your training materials from outside providers, be sure to share the feedback with them, as well. They will be able to help you further personalize your training framework.\u00a0<\/p>\r\n\r\n\r\n\r\n![\"Corporate](\"https:\/\/www.knowledgecity.com\/blog\/wp-content\/uploads\/2021\/03\/shutterstock_725692330-1024x544.jpg\")
<\/a><\/figure>\r\n\r\n\r\n\r\nCommon Corporate Training Mistakes\u00a0<\/strong><\/h2>\r\n\r\n\r\n\r\n
1. Lack of preparation\u00a0<\/strong><\/h3>\r\n\r\n\r\n\r\n
![\"\"](\"https:\/\/www.knowledgecity.com\/blog\/wp-content\/uploads\/2021\/03\/shutterstock_529583596-1024x767.jpg\")
<\/a><\/figure>\r\n\r\n\r\n\r\n2. Planning for diverse learning styles<\/strong><\/h3>\r\n\r\n\r\n\r\n
3. Failing to gather feedback on trainings<\/strong><\/h3>\r\n\r\n\r\n\r\n
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