Every leader knows that effective training is the starting point for success in any role. But not everyone learns the same way, so why do so many onboarding programs take a one-size-fits-all approach when training new employees?
Recent research emphasizes the importance of personalized training. Gallup reported that when employees receive the training they need, company productivity can increase by 17%. Yet, surprisingly, only one in three employees is offered formal training, and 43% of those who do say it misses the mark.
Whether you’re in HR or leading a team, understanding how your employees learn is a game-changer.
In this HR 411 article, we’ll explore how HR professionals can refine the onboarding process to better align training with employees’ learning preferences and why that shift matters more than ever.
Removing the Labels on Learning Preferences
Many HR professionals are familiar with the different learning styles: visual, auditory, reading/writing, and kinesthetic. While these styles are widely recognized, some researchers challenge the idea that matching training to a specific learning style leads to better outcomes. Training managers are now encouraged to switch their focus to learning preferences, which is how employees prefer to receive and process information, rather than how they’re hardwired to learn.
Taking the time to understand these preferences goes beyond a feel-good gesture. When used effectively, they can provide a strategic advantage when training new team members. When you offer employees content in formats that resonate with them, they’re more likely to engage, retain information, and apply it effectively on the job.
HR leaders and managers need to ditch the strict learning style method and embrace a more flexible approach by offering varied formats and choices. This sets the foundation for more adaptive training strategies that improve both employee satisfaction and organizational performance.
Create Smarter Training Formulas
The next step is building a training module that speaks to an employee’s preferences. This doesn’t mean leaders need to create multiple training methods; instead, they can design a program that incorporates choice, flexibility, and interaction.
The best way to do so is to create a blended learning approach — which combines digital and in-person training components — that can be modified as needed to fit each employee’s training needs.
For example, a company could utilize e-learning modules that have self-paced reading and video demonstrations, then follow up with mentor-led coaching and practice scenarios to reinforce key takeaways. Here we can see each learning style is present at the core of the module and can be expanded upon further depending on an employee’s preference.
Employees who prefer visual formats may benefit most from additional infographics, charts, or instructional videos, especially when dealing with complex workflows or technical processes. Employees who prefer auditory learning, on the other hand, could benefit from narrated PowerPoints or webinars, or group discussions to encourage reflection and real-time feedback.
For kinesthetic or hands-on learners, having opportunities for role-playing scenarios or interactive software training can help them to “learn by doing.” These will keep employees engaged in their training and offer employees a chance to practice real-world applications in a safe environment. Lastly, written and reading learners can benefit from having access to training handbooks, step-by-step guides, or notebooks for written reflection after their training.
By integrating a mix of each style and having extra material on hand, supervisors can create a well-rounded training program that engages employees and reinforces learned materials.
For more in-depth examples of blended learning, check out this article.
How It Helps Your Company
When it comes to training new hires, supervisors want things to run smoothly and efficiently to help save the company time and money. While creating a new training module or refining an existing one takes time and effort, companies who already use this approach would say transitioning is worth it.
Ernst & Young is an international professional services firm who began adopting blended learning solutions as far back as 2000. After implementing blended learning, the company was able to reduce its training expenditure by 35%. They were able to streamline their training process though e-learning systems by condensing 2,900 hours of classroom learning into 700 hours of web-based learning and more.
How To Prove It Works
Onboarding and training programs should help familiarize employees with their new roles, responsibilities, and environment. According to Zippia, employees who complete a structured orientation process are 69% more likely to stay with the company for at least three years. This number can be expanded longer if they continue to get developmental training while in the position.
Training managers can use various methods to measure the methods success with employees, but the best way to measure is to have a practical key performance indicator (KPIs) system as a baseline.
This could include pre- or post-training assessments to help determine knowledge retention and skill development; employee feedback to gather insight into the training’s formatting or delivery; and even performance metrics like error rates, productivity, and time-to-completion can highlight improvements linked to the training. Additionally, managers can use digital measurements to discover which content is most effective for an employee through completion rates and time spent on certain tasks.
Lastly, HR professionals can measure the overall return on investment (ROI) by tracking outcomes like turnover rates, error rates, and productivity. These are easy to identify and can signal greater financial gain when successful.
