The first huge mistake stems from a lack of supervisor understanding. We take the time to train the individuals but no one explains the concepts to the supervisor and managers. If he or she does not have an understanding of the content how can we expect them to ask the right questions or provide the right support? Take the time to either put them through the training or develop a short course to get them up to speed on what they need to know to make it effective.
The second big mistake is caused by “leaders” who don’t train because in their words “if I train them they will leave.” That means every day they stay they continue to do their job ineffectively or even worse continue to introduce additional failures due to ignorance.
The third big mistake is that the “leaders” do not create a learning environment where learning is expected and encouraged. The pace of change continues to increase and because of that we have to create continuous learning environments. If not the changes in technology will pass us by leaving us in the dust of our competitors.
The forth big mistake is the sites where they do not reinforce or refresh training on a regular basis. Some suggest that your job specific training needs to be refreshed at least every other year. I prefer a continuous process as referenced above but this still leaves us with something to think about. This can be done with single point lessons, elearning modules, and videos as well as tool box topics and traditional face to face review.
The fifth big mistake I see is the sites that just check the box on training without identifying required skill needs. They spend training dollars on the people who ask first not on the ones who need it the most. The sites don’t evaluate the skills needed and the levels of proficiency that exist. Without this step how would you know where to spend your training dollars?
Are any of these five things killing your training?
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