“An investment in knowledge pays the best interest.” That’s what Benjamin Franklin once said.

The statement highlights why you should invest in training your employees.

After all, the more knowledgeable and well-trained your team is, the better they can perform.

Their output will have higher levels of polish, and there are going to be far less fire-fighting tasks on your part — all of these can translate to your large enterprise experiencing levels upon levels of breakthroughs.

You’d be able to take on more projects and clients without hiring extra manpower. And your internal process will start working like clockwork — all because your employees are highly-trained.

To help you get better results out of training your employees, we’re going to look into these five crucial tips.

1. House The Training Materials On Easy-To-Access Platforms.

Training new employees becomes especially easy if your materials are housed on platforms that are very easily accessible.

If they want to look into your training materials, they should be able to access them quickly.

Requiring them to email an umpteen number of people or requiring them to log into hundreds of platforms to access your training materials will just discourage them.

When you house your training materials on easy-to-access platforms — like those that are cloud-based — your employees can also learn at their own pace.

They can get back to certain parts of your materials that piqued their interest, or those which they found unclear so they can study it again.

The more accessible your training materials are, the more opportunities your employees have to learn, soak, and digest your training materials.

2. Be Consistent In Your Training Sessions.

When it comes to learning something, consistency is key.

That is why Malcolm Gladwell’s, “10,000-Hour Rule” has gained so much popularity because a lot of people believe this to be the case.

The idea is, if you want to become great at doing certain skills, you need to keep on practicing the skill (or doing it) the correct way for 10,000 hours.

That highlights how important consistency is.

The more consistent your enterprise is with your training sessions, the more hours your team spends soaking in knowledge.

The more hours your team spends doing your training, the faster everyone reaches the 10,000-hour mark — allowing everyone to obtain mastery over the subject matter.

3. Allow Your Employees To Learn At Their Own Pace.

Let’s face it, no matter how much we’d like our employees to fully absorb and learn the content of our training materials, they just don’t learn at the same pace.

Some learn faster.

While others are at a slower pace.

There are a lot of elements that can affect this.

For example, some of your employees are visual learners, while others are into audio.

Their level of exhaustion also has an impact on how fast (or slow) they can learn.

Some of your employees undergo such mental strains during their work, while others barely think about their tasks because it is repetitive.

Writers are great examples of people who need a lot of brainpower to do their jobs correctly. On the flip side of the coin are those who do repetitive tasks like stamping envelopes.

Because there is such a difference between the dynamics of each of your employees, you should allow them to learn at their own pace.

Giving them the autonomy to decide when, where, and how to learn certain subjects will make their learning experience better, therefore, making the entire learning process more conducive for growth to them.

If you shove your training materials and sessions down their throats, you run the risk of facing resistance from the trainees (whether they are conscious of it or not), which will just make it more difficult for you to train them.

4. Make Your Training Materials Relatable.

If you want your training sessions to become as conducive to learning as it can be, you need to make your training materials relatable.

The more relatable your content is, the more engaged your trainees become.

There are a couple of ways to do this, but one of the best things you can do is to include examples or use cases that are relevant to your employees.

When discussing the scenario with them, they won’t be able to help but remember their experience as they were doing the same tasks.

It then triggers them to remember the frustrations that they faced and the things they learned while trying to address their frustrations on the job.

This opens the floor to more discussions.

More ideas are going to be shared, and more problems and gaps are also going to be looked in to — this will then give the trainer key insights about what problems the employees are facing and how to solve them.

5. Offer Incentives For High-Performing Employees.

Just like most people, your employees are also asking the question, “What’s in it for me?” (or WIIFM) when they come across a new endeavor or they are given new responsibilities.

That is why, if you want to get results out of your training programs, you need to give them an enticing enough answer to their question WIIFM.

It’s precisely because of this why offering incentives will do wonders for you.

When you offer incentives to employees who are performing great during your training sessions, it pushes them, even more, to improve.

What’s more, those who are showing less than stellar results will see the top-performer enjoying your incentives, making them want to have the incentive, as well.

When you offer incentives, you end up gamifying your training programs. 

Gamifying your training will add an element of fun and excitement — even a sense of friendly competition — to your employees.

What’s Next?

What are some of the struggles you’re facing when training your employees?

Are there strategies that you can share with the readers to help them with their employee training sessions?

If you have some tricks up your sleeve that you’d like to share, please add them in the comments section below. Cheers!