Leadership

Tips on how to set up training for teams

Invest in People Analytics

Knowing how to set up training is one of the fundamental qualities for any professional who works with human development, be it a manager or another professional in the Human Resources department. Empowering your team allows the business to achieve a series of benefits, such as cost reduction and optimization of routine execution time. 

In addition, investment in training and development is one of the qualities of Employer Branding, a strategy responsible for attracting and retaining the talents of new generations. The consequence of this is a reduction in turnover. 

In this post, you will check out 5 essential tips on how to set up training for high performance. Enjoy reading!

Invest in People Analytics

The first step on how to set up training is to have data that allow the consolidation of the personas that make up your staff. Through People Analytics metrics, you have enough inputs to identify standard behaviors, particularities of each team member, and characteristics of your management. Your report panel must have the right indicators. When you think of the personas analysis directed to the management and development of human capital, you must keep in mind that the training needs to act both for the improvement of the technical and interpersonal skills of the team, focusing on an Individual Development Plan (PDI) ), as well as in the short and long term goals of your area.

Set priorities for the area

Emphasizing the point about management goals, you must define what your area’s priorities are. Here, it is also very important to have your team’s performance indicators at hand. Let’s assume that you are a post-sale customer service manager and have noticed that the NPS (Net Promoter Score) result is falling due to the quality of the voice service. The pain you have may be the result of several gaps in the development of its employees, whether it is an alignment of processes or even unpreparedness in dealing with more demanding customers. Identify, through the research comments, where the flaws are concentrated and take the necessary action: be it alignment training, non-violent communication, or negotiation. In addition to corrective training, it is essential that you act in a predictive manner. 

Therefore, remember to align development training with the professional objectives of your employees and with the goals of the business platform. It seems difficult to do this, but with the use of People Analytics, you will be able to target it more fluidly.

Use technological resources

Today, technology is one of the main allies in corporate education. Organizations that invest in high-performance learning are 92% more likely to innovate, according to a report released by Deloitte. In addition, the same survey points out that, in 2015, about 37% of the global workforce would already be mobile, that is, they would have access and preference for corporate mobility devices. With the acceleration of digital transformation due to the social isolation caused by the pandemic of Covid-19, it is natural that this number has grown exponentially. In this sense, it is essential that its development and training strategy is aligned with digital training.

Bet on engagement actions

There are many professionals who know how to set up training with rich and didactic content, but who end up forgetting an important detail: recognition. The new generations that are arriving in the job market are quite unique when compared to baby boomers (born in the 1950s and 1960s). New talents prioritize the quality of life and professional growth. In this sense, actions that reflect the culture of engagement are strategic for the growth of the business. Thus, you must combine the strategy of proving knowledge through a test to provide your employee with a certificate of completion. It is a simple action that allows action at the root of two serious problems in the management of human capital: engagement and productivity.

Measure training results

 It is impossible to think of your team’s high performance if the training is not reaching its objectives. Thus, it is essential that you do a satisfaction survey to identify the quality of the training presented. It is important that you define the ideal time to launch the survey, and on which channel. Generally, when the survey is available after the end of the training, there is a tendency for it to reach more respondents. An interesting tip is to merge the NPS model with traditional research. 

Thus, you can get information about the quality of communication and didactics of the facilitator, as well as the content, be it in video or text. Leave an open field for your employees to insert comments about the training.

Conclusion

Hope these suggestions will help you to set up training in a strategic way and with a mindset aimed at a high-performance culture. By putting the culture of learning into action in your team, you will see that innovation and extraordinary results will be a consequence.

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