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Mazenet Solution IT Industry Blog

21 ways to give effective corporate training to the employees

Reading Time: 11 minutes
  1. Get answers for the three W’s and then proceed
  2. We are not only trainers, But We are also “Entertrainers”
  3. Training methods with individual style
  4. Take advantage of what you have
  5. Guide on the side Vs Sage on the stage
  6. Be a bridge between the current tech and their skill gap – Analyse and act
  7. Diverse learning methods opens door to knowledge
  8. Give tasks instead of training
  9. Conduct Question and Answer sessions
  10. Swap control to learners’ side
  11. Be a story-teller!!
  12. Diversify your content and use effectively
  13. Pin down your creative hook into the session – Creativity also works out well!
  14. Understand learners’ style and appeal it
  15. Hack the learner’s mind through hackathons
  16. Mixing the flavor of brevity with wisdom
  17. Know the tools and implement in your work
  18. Knowledge centric global classes
  19. Turn on your availability for them
  20. Encourage continuous learning
  21. Measure training results with learners’ scale

How are trainers making a corporate training program effective? How are the trainers perfectly interacting with the learners? The doubts go on. And, the answers remain daunting to understand.  

To make the daunting way clear, I am here to ask you a few more questions. Haha!! Yes, I wish to ask you questions to explain what corporate trainer do during the learning phase. 

Do all the learners have the same mentality during training sessions? No, the way of handling sessions varies from the trainers’ side. The difference makes them special in training cases. 

In general, all trainers might share common ways to handle trainees. But, not every trainer might have the same set of training habits. 

Corporate trainers are the sort of trainers who ought to transfer their skill set to the employees as per the client’s request. But, not all the trainers sail on the same boat. Everyone has their own way of training and equipment handling factors. 

Most of the corporate recruiters are likely to know how formal corporate training works. But, they are in need of extra information to candle up their knowledge. In this blog, I would like to share the way how our trainers are training the employees on a different horizon and making the session effective. 


1. Get answers for the three W’s and then proceed

Being a trainer, he/she should be aware of the three W’s before starting a corporate training session. 

  • Why to train
  • Who to train
  • What to train

Why to train?

Our trainers know that everyone is not perfect. In a digital realm, the employees have to update themselves often to survive in a corporate company. The company also wishes to keep knowledgeable employees. On the other hand,  companies these days wish to train old employees rather than hiring new ones. 

So, the trainer here has to understand the requirements and the necessity of the training conducted by a particular company. By understanding their needs, the trainer will get an answer for the first “W”. 

Who to train?

Training phase differs from one employee to another. And the level of training needed may also differ. Understanding our audience pays good results at the end of the training session. 

What to train?

An employee with good sales knowledge and bad presentation skills never gets high stage easily. He/she may not be aware of the fields they are lagging upon. 

Here comes the trainers’ role…

The trainer here has to go through the client’s requirement. It reflects the competencies and the deficiencies that ought to be worked upon. After having a clear picture, the trainers can start their healthy session. 

2. We are not only trainers, But We are also “Entertrainers”

Yes, you read it right. Be an Entertrainer. The trainer’s main responsibility is to facilitate classes with engaging topics. If a trainer just facilitates the class, his role will be downplayed. Knowing this very well, our trainers are engaged in giving a class filled with knowledge with a small flavor of their individual talent including humor, increased attention, energy, etc. 

How?

Very simple!! Our trainers are capable of handling learners under a different domain. They are on the cliff to meet the expectations of the learners. By adding humor and other relevant stuff at the right time energize the learners. To be honest, adding humor never interrupts the knowledge flow in the session. 

Forbes stated two surveys as examples to illustrate the sense of humor in the training. Robert Half International survey found that 91% of executives believe that humor is important for career advancement. In addition, the Bell Leadership  Institute study stated that the two most desirable traits in a leader were a strong work ethic and a good sense of humor. 

3. Training methods with individual style

Just imagine how it would be when your employees have the chance to attend classroom sessions again. 

Starting from millennials to young workers ought to participate in corporate training. Though technology has erased the glimpse of using blackboards, still there are learners who to get the exact picture of their classroom scenario. It makes them understand way better than other training methods. 

In the present training realm, many trainers are mixing up their style in the training session. Few of their styles have been enlisted and elaborated below. 

  • Authority or lecture style
  • Demonstrator or coach style
  • Facilitator or activity style
  • Hybrid or blended style

Authority or Lecture style

As the name indicates, it is a class filled with lengthy lectures. In simple words, good style enhanced for introverts. Information filled class with one-way presentations and teacher-centric. It is better approachable for experienced and mature learners. 

Demonstrator or Coach style 

Coach style depicts the same style as the lecture, but in addition, there will be multimedia presentations, activities, and other active sessions. It incorporates a variety of formats to the learners. 

Facilitator or Activity style

Facilitator or activity style is the phase where the learner has to self-learn and work on the given topics. The facilitators are there to develop critical thinking skills and retain knowledge in a particular domain.  

Hybrid or blended style

Hybrid style integrates the trainer’s personality with the learner’s needs and the curriculum. Inclusively, it enables the teacher to tailor their individual styles in the class thereby understanding the needs of the class. 

4. Take advantage of what you have

When there is a group of learners waiting to listen from you, you are at the urge to preparing and delivering deliberate information. Now, it is time to take advantage of what you or your organization has. Rather than complaining about the nil resources, it is pretty good to use the available resources in a wise manner. 

Get into the preparation with the available things and make it an interactive session thereon. Make sure that you ought to give experience shadowing the upcoming training sessions. 

5. Guide on the side Vs Sage on the stage

While talking about effective ways of corporate training, I feel I should not miss this point. Have you heard about the two phrases, Guide on the side and Sage on the Stage? Obviously, few can understand the meaning of the phrase itself. 

Actually, our trainers will never remain a Sage on the Stage instead they will try to be Guide on the Side of every learner. 

Sage on the stage mentions a teacher who stands in front of the group thereby transferring the knowledge to the learners  In this style, very few suggestions are sought and the learners never have the option to interact with the teacher. On the contrary, the guide on the side style differs a lot where the teacher walks alongside the learners instead of leading them in front. 

6. Be a bridge between the current tech and their skill gap – Analyse and act

The ironic part of today’s business is to make the workforce knowledgeable. Making them march at the same drum of technology helps them to keep ahead in the competition. 

Many employees are feeling that they need a session that helps them understand and observe whatsoever happening in their updated domain. Here, the trainers have to analyze and act as per the client’s requirement. 

According to recent studies, 9 out of 10 technological employees feel there is a skill-gap between their academic knowledge and the on-ground skill requirement. 

Every trainer knows the importance of delivering a clear picture of the syllabus. First, they will benchmark the knowledge and skills of every learner. After benchmarking, they will personalize the session to help employees reach their potential. 

7. Diverse learning methods opens door to knowledge

The trainer, with years of experience, knows what phenomenon works and whatnot. He/She must understand the current need for skillful leaders and employees. Entire technology world badly needs technologically stuffed individuals to handle the competitive work environment. 

To satisfy and mold the employees, our trainers have been undergoing new and exciting methods to keep the class live.  What are the methods? Excited in knowing about it? 

Innovative ideas matter a lot in keeping the learners engaged. You may think that the learners are no kids to get diverted for small reasons. But, the truth is that digital distraction is high among present-day learners.

As per the survey conducted in 675 students by Journal of Media Education, learners ought to check their phone 11 times a day during class hours. So, our trainers handle different approach to make the learners engaged in the class rather than getting distracted. 

8. Give tasks instead of training

Of course, training is not cheap. Giving training worth billions for which many companies have been taking flock. But, the question is, whether training alone helps in developing an employee’s talent? Well, it may be a part of it. But, the whole thing lies in his problem solving and situation handling capacity. 

So, make the learner undergo different tasks related to the training domain. Rather than a trainer, be a mentor in guiding them. Though they fail succeeding one task, he/she will eventually get an idea relating it.  

9. Conduct Question and Answer sessions

To make the class interactive and engaging, conduct question and answer sections. Informal questions and answers work out well with small groups. It also helps in updating the skills rather than teaching new skills.

Our trainers handle those sessions with a question card. During the lecture, they will ask the participants to write questions regarding the subject matter. Then, the question and answer session takes place with the respective questionnaire. 

10. Swap control to learners’ side

Create a subject menu and ask the participants to pick a topic they ought to know more. Cover that topic and move to the next student. It helps in solving the doubts of each participant. It can be done after a particular topic is over. 

11. Be a story-teller!! 

Stories have great power in portraying both the right and wrong ways to perform the skills. But, before indulging in this concept, the trainers must forecheck how to make the enlisted things possible.

  • How to relate the story to the training?
  • How the learners take it?  It is necessary to cross-check whether it conveys another meaning 
  • How you are going to make it effective among the learners?

Preparing answers for these how’s may help the trainers to communicate effectively among the learners. Since it is an innovative method, the trainers can involve people or their real-life scenario to make the concept understand easier. Many online sites help trainers to come up with a great concept. 

12. Diversify your content and use effectively

Learning method differs from one learner to another. The trainer has to prepare content that diversifies the minds of the learners Hence, trainers indulge in giving content in multiple forms namely audio recordings, interactive infographics, and different types of content. It induces the chance to learn things in detail. 

By the way, do not skip branding…

While diversifying the content to the learners, it is essential to include the branded form everywhere. Use branded content that helps in making the concept crisp and clear.

13. Pin down your creative hook into the session – Creativity also works out well!

Apple stands as a synonym for creativity. In the market, they bought a difference with their creative design and features. It made competitive companies think in a different manner.

Creativity has such a massive role in the market at present. Just compare a class with normal lectures and normal assessments with the class filled with creative projects and ideas. 

Which one works better? 

A keen lecture along with creative projects works out well in all cases. This is also an expectation from the learners’ perspective too. 

14. Understand learners’ style and appeal it

Every learner is perceptive of each type. The trainer has to understand which style suits the audience well and proceed further. I have heard about teaching styles. 

But, What are the learning styles?  Majorly, the learners ought to show more interest in classroom sessions. In classroom sessions, the combined VARK styles will help the trainer to understand the mentality from the learners’ side. 

  • Aural learners
  • Visual learners
  • Kinesthetic learners
  • Reading learners

While employees are interested in learning a new task or course, it is necessary to be engaging. Mismatch in learning styles and training methods will be discouraging. 

15. Hack the learner’s mind through hackathons

Creating hackathons or similar assessments may encourage the learner to go crazy and try different methods. It helps in learning each other as they ought to undergo it as a team. 

According to Andrew Bosworth, VP of engineering at Facebook,  a new engineer in his company has been thrown upon into a 6-week boot camp. In the boot camp, the new engineer ought to work along in a project that goes live soon. 

16. Mixing the flavor of brevity with wisdom

Do you still believe in long paragraphs? Both millennials and GenZ has moved on to smart learning. 

Bite-sized learning or e-learning has become popular and for a good reason. In that case, the trainers have the responsibility to design small training materials. 

It helps the learners to consume more data in less time. It also helps in adapting the training programs to his reality. Prepare materials that a learner can swallow information during breaks. 

17. Know the tools and implement in your work

The digital world has been updated with a plethora of tools daily. Every corporate world has been adopting different tools to make their work easier. 

In corporate training, the trainers ought to explain both the front end and back end tools and applications necessary in their workplace. By defining what and how it is used, the learner finds it easy to handle without depending on others. 

18. Knowledge centric global classes

It is important to make the class knowledge-centric. Rather than diverting class with information bites, it is necessary to make class globally worth. Giving a worthy and knowledge filled training increases the global standard of the organization. 

Rather than giving just classes, try to give the learner a teaser to their upcoming work. It helps them to tune their skills and align up with the business. 

19. Turn on your availability for them

Corporate learners wish to get timely help from the trainers during or after the session. Make yourself available for the learners and clear their doubts. 

The more comfortable you are with the learners, they will get some space in understanding the deep sense of the domain. 

Meanwhile, the trainers can also share the source from which the particular information is taken.  

20. Encourage continuous learning

Once the training gets over, the learners will get a picture relating to their upcoming projects. But, it is not enough. The trainers must focus their point about continuous learning. 

Why?

Because, in the daily-updating tech world, corporate learners have to learn continuously to self improve and self update their skills in the upcoming update. 

21. Measure training results with learners’ scale

After successful completion of the training session, it is important to measure the reflection of your training among the learners. 

How?

Be open to feedback. Few trainers will get feedback from learners at the end of every training session. Few will get at the end of the whole program. It is up to the trainer who wishes to know the level of impact of their training among the learners. 

Bottom line

The list is done…

Every trainer has their own way of handling the sessions. The enlisted and described ways to ensure a complete and fulfilled training session undertaken from the trainers’ side. When handled correctly, it might enlighten the career of the learners.

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