It’s estimated that US companies spend $164.2 billion on training and learning programs. That’s more than $1,500 per employee. Sadly, only 10-20% of what employees learn during that training is actually implemented.
“Stickiness” is a critical component of any training program and the truest way to measure success. Regardless of the cost, the ultimate goal should be for employees to remember, and demonstrate, the lessons taught in the classroom.
Making your training stick
Effective training programs do not end once the class is dismissed. A long-term approach is needed to make the training stick. Adoption of new standards requires three key elements, including:
ACTION PLAN: What are the next steps for implementing what was learned in training and how will it affect the organization? Without a clear set of follow-up actions, the instruction will slowly be forgotten.
ACCOUNTABILITY: Team members must be committed to changing behavior, and this starts with leadership. When managers demonstrate that information covered during training is “the law” employees will take notice.
MEASUREMENT STRATEGY: It is critical to build in measurement tools from the start. You need measurable data to know if the training is making a difference. The act of measuring itself will promote stickiness.
Does a higher cost yield better results?
It’s also important to note that increased training costs do not necessarily equate to increased stickiness. A flashy program that does not address the specific issues your business is facing will not provide results. Identifying and addressing the root cause of bad behavior should be the foundation of any successful program.
SOURCE: Lever, July 2015
