4 Training Techniques

[Jennifer Downey]

Large organizations understand the need for a dedicated L&D strategy that develops leaders from within, upskills employees to become influential team members, and utilizes various learning methods and training techniques to drive skill acquisition.

In this article, we explore the various training methods, including traditional instruction-led learning, eLearning experiences, and hands-on training, to identify the more effective employee training methods for corporate learning.

eLearning has become one of the most recognized employee training methods, accelerated by COVID-19 and the move to hybrid and remote work. eLearning enables employees to learn via a web browser and provides learning that adapts to different learning styles and needs.

Modern organizations leverage corporate learning management systems (LMS) and instructional design software to create training courses, manage learning content, distribute training, and assess performance.

With Whatfix Mirror, quickly create and manage replica versions of your mission-critical applications (like your CRM or ERP) to provide hands-on training to end-users without risking live software usage.

With Whatfix Digital Adoption Platform (DAP), create in-app guided to support your employees within the digital workplace. With Whatfix DAP, use Tours and Task Lists to onboarding new employees and reduce time-to-proficiency on core application, use Flows to drive adoption of advanced workflows or infrequently done tasks, and Smart Tips provide additional context to employees or nudge them to take specific action. Self Help provides employees with an in-app help center that integrates with your LMS, process documentation, SOP, and other knowledge repositories, allowing employees to find answers to process-related questions and technical support without leaving their application.

Instructor-led training is one of the most traditional and popular types of employee training techniques. It mimics physical classroom spaces, with an instructor present to lead the training session. This usually occurs using a lecture-style presentation with supporting visual components.

This technique is when a learner and an instructor both act out their roles in potential workplace scenarios. This method is most effective for employees whose job roles include direct client or customer interaction, as it gives them some experience in handling difficult situations with customers (like customer service training or call center training.)

Collaborative training is a methodology in which employees share their knowledge and expertise, teaching and learning from one another. This technique helps enhance the overall training experience for employees by capitalizing on their skills, ideas, and knowledge.

Video training is one of the most effective team member training methods to engage employees and deliver sophisticated learning experiences at a lower cost than traditional training. Creating training videos for employees enables them to digest information in an easy-to-understand format that is easier to retain, and that employees can go back and watch at any time.

Cross-training involves teaching an employee hired to perform one job function the skills to perform new job functions. This allows them to offer support in the time of need instead of having to outsource work.

Employees find cross-training beneficial for their personal growth. It allows them to learn new skills to enhance their value within the organization or switch to a role that is more aligned with their career aspirations.

Job shadowing allows employees to follow and observe other professionals working in different job functions to gain insight into their work area. It is also implemented to allow lesser experienced individuals to work alongside experienced professionals to sharpen their skills from those already mastered them.

With the case study method, employees are presented with a real or fictional complex situation to analyze and use as a reference for their solutions. While cases vary in complexity and detail, trainees should be given enough data and information to analyze the situation and devise solutions.

Peer-to-peer learning is a mutual learning strategy that involves participants of the same level engaging in collaborative learning. This type of learning allows employees to work through new concepts and share ideas with their peers working on the same project. The opportunity to teach and be taught by one another is an effective way for organizations to grow stronger employees who work together productively.

Spaced learning breaks down long employee training programs into several sessions or modules of shorter durations, with spaced intervals in between. Parts of these sessions are reintroduced multiple times over the next few days or weeks for learners to recall information, driving long-term knowledge retention.

Spaced repetition learning is based on research from Hermann Ebbingaus, a 19th-century psychologist, who discovered that information is forgotten over a period of time when no effort is made to repeat it (known as the Forgetting Curve). Later, this was the foundation of the learning curve theory, which states that task master can be represented on a graphic, with mastery happening over time as learners continuously practice a task.

Gamification in training incorporates gaming elements such as points and badges into training courses. By leveraging psychology, gamified training engages learners and makes them more willing to take on repetitive tasks despite the risk of failure. Gamification of training has been shown to increase employee performance and the adoption of new software.

Mobile learning (or mLearning) refers to online learning via a personal mobile device such as a smartphone, tablet, or laptop. This training method empowers learning on the go, enabling users to access content whenever and wherever they want.

Blended learning combines traditional face-to-face learning and eLearning to create a more holistic, effective training system. It leverages the best in-person learning experiences (like social learning and subject-matter-expert-led training lessons) with online learning (via LMS courses, hands-on training experiences, etc.) to provide a comprehensive, multi-method approach to learning and development.

Microlearning is an approach to learning new knowledge that breaks learning content into small, bite-sized information modules. Smaller learning sessions provide all the information necessary for learners to achieve a specific training objective quickly, making microlearning valuable in business contexts.

Adaptive learning utilizes AI and big data technology to facilitate individualized learning experiences based on several learner factors and inputs to build contextual paths for employees that drive L&D outcomes.

In an era defined by rapid technological advancements and the ever-growing need for skill agility, the integration of digital adoption platforms (DAPs) marks a transformative shift in the landscape of employee training.

With no-code platforms like Whatfix DAP, organizations can create in-app guided training and performance support that overlays employee workflows and tasks. This guidance enables employees to learn in the flow of work, which is more effective than traditional classroom-style learning techniques. According to the 70-20-10 learning model, 70% of all skill acquisition and institutional knowledge comes from hands-on experiences.

DAPs seemingly guide employees through software applications, offering contextual, role-based learning experiences and performance support and providing insight into how users engage with applications and in-app training. DAPs enable employees with user-friendly guidance that drives productivity and maximizes digital application ROI.

On top of the different levels of employees that need training, we have an indisputable truth: everyone learns differently. Some prefer to learn by watching, others by listening or reading and writing, and others by doing. Some learners change their preference depending on certain conditions. The topic might also influence the appropriateness of one method over the other.

This type of training is great for developing critical thinking, problem-solving, and analytical skills. The scenarios can be real or imaginary, but in the context of employee training, they all illustrate situations at work.

Learners read the case studies and then analyze and solve them individually or in a group. Some solutions might be better than others, depend on assumptions, and be either optimal or the best possible given the circumstances.

When your experienced staff dedicates time and effort to coaching new employees, those new employees will feel valued and supported. Put some emphasis on the time and effort required by mentors, and remember that it pays off.

Also known as hands-on training, on-the-job training is all about the practical skills that a job requires. Therefore, the employee learns by going through the experience of executing real activities at work.

Animations raise information recall to impressive levels. Live-action videos are great for demonstrations. Webinars and screen recordings of step-by-step procedures can take a simple list and turn it into an entertaining, story-based how-to.

The suitability of your training methods to your goals and audience is indispensable to the success of your training program. Finding the right training method makes your employees more skilled and aligned with their job and your company.

Finding the right way to train your employees can be tricky and take a lot of careful thinking and planning. It can also be overwhelming for the people in charge of employee training and development, especially since training can be expensive and time-consuming. Here are the top 10 methods of training for your employees to keep them engaged and help them learn better.

Nothing beats the power of human interaction regarding employee training. Instructor-Led Training brings experts and learners together physically or virtually. This method allows for personalized attention, promotes active engagement, and facilitates real-time feedback, making it a timeless and effective approach.

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