The top reasons why workplace learning fails learners
Reasons why workplace learning fails
As an employer, you might take it in your stride to provide your employees with training sessions, tasks and workshops that take place within working hours.
Such training programmes help employees to acquire a number of skills in a range of areas, from soft skills like leadership and communication to hard skills like learning how to use new IT software.
While it's great to encourage workplace learning, it's also important to roll it out in the most effective way. Otherwise, its benefits will begin to wane further down the line, pushing your employees back to square one and costing you time and money.
If this sounds like something you're familiar with, but you're not sure where you went wrong, take a look at these reasons for why workplace learning fails:
Learners can quickly forget
When your employees sit through a two-hour training session that involves them being spoken to via a webinar or from a member of the management team, you can't expect for them to understand new concepts and then apply them to real-life situations without having any practice.
It's more likely to be the case that they'll return to their normal work routine and forget most of what they've learned in the training session.
Your role, therefore, is to minimise forgetting and improve remembering. This can be done by giving your employees more realistic practice through simulations and scenarios. Actually being able to apply what they are learning, rather than simply absorbing the information, will help your staff to remember what they have been taught and utilise it in the workplace effectively in the future.
No training follow-through
It's all well and good providing your employees with situations and scenarios in which they can apply new concepts during training; but how can you be sure that they'll actually go off and use them in a real-life workplace setting?
As well as providing training, you must also roll out a credible level of training follow-through. This helps to remind your colleagues to apply what they have learned in the workplace, offer them an opportunity to relearn what may have been forgotten, and to support and guide the learning and performance process.
On-the-job learning is not utilised
While offering training sessions during working hours is useful, you shouldn't lose sight of the importance of on-the-job learning. This can help your employees to work together more efficiently and for your services to run smoothly.
Managers can play a key role in encouraging on-the-job learning, through helping employees to work towards targets, offering them more opportunities, being approachable and available for questions, and providing regular performance reports and updates.
Not only does this help employees, it will also transform your organisation into one that is more flexible and creative.
Another reason why workplace learning fails could be down to the fact that measurement techniques are poor. Simply measuring what your employees learn in a training context won't allow you to provide adequate feedback further down the line.
You must also monitor their progress in the real-life workplace setting to see how well they apply what they have learned.
That way, you'll be able to pick up on any mistakes they make, step in to correct them, and also provide glowing feedback on any aspects they sailed through. This will all contribute towards aiding their career progression, helping them to step up a rung on the ladder.