Myths are preconceived notions we have about something. These assertions are mostly false arising out of outdated knowledge, lack of information, or misinformation. Continued belief in these myths however may rob us of great opportunities!
Corporate training has gradually become a more mainstream business practice in recent years as many companies have faced high rates of employee attrition and a paucity of talent. However many organizations still regard employee upskilling as unnecessary as they think it is an extra cost without any quantifiable returns/results.
Some organizations, on the other hand, may trust only their in-house method of employee training and are unwilling to try other alternatives. Such misconceptions have cost many organizations many valuable employees, reduced productivity, and dwindled profits.
Below we address some of the most popular myths about employee training. Read on to find out!
Training Only Involves Traditional Instructor-Led Classes
While the ever-familiar classroom-based training is still offered by many corporate trainers, those are not the be-all and end-all of employee upskilling. Gone are the days when training consisted of employees showing up at workshops and listening to lectures. According to the 70:20:10 learning model, employees learn the most when on the job (70%) and through interacting with others (20%). Examples include being tutored by a mentor, watching a recommended video, participating in community discussion in the LMS, etc. The remaining 10% comes from planned training courses.
Training Is Only For New Employees
Training is undoubtedly important for recruits, especially during the onboarding phase when the employee needs some handholding to be familiarized with their job and the organizational culture. However, even senior staff needs to undergo training so that they can stay at the top of their game. One of the main objectives of L&D programs is to help the workforce stay motivated and productive. Moreover, training may also help employees reach their personal career advancement goals.
Online Training Is More Expensive
While it is true that e-learning may have a high initial developmental cost it can help save up a lot of expenses in the long run for your organization. Here are the costs you can avoid if you make training mostly digital:
• Instructor traveling costs. The traditional classes/workshops involve traveling expenses of trainers/instructors.
• Printing costs. A lot of expense is involved in printing books, pamphlets, etc. In online training, content can be shared through pdf, Word files, videos, etc which costs little to no money.
• Venue rent/meal expenses etc.
Employee Won’t Be As Engaged/Sincere if Learning Remotely
Many leaders worry that there would be higher rates of employee absenteeism if training goes completely remote. However such fears can be set to rest by creating a culture where continuous learning is normalized and expected. Employees should be expected to dedicate a portion of their office hours to complete modules. You can also track individual employee progress through a Learning Management System LMS.
It is Difficult to Evaluate the Success of Online Training
Many training programs come with inbound gamification elements like point systems, and levels. Many also offer digital credentials. Employers can analyze levels completed, points accumulated, badges won or credentials gained to assess how much progress the employee has made in the training.
It’s Important to Follow L&D Trends Blindly
L&D trends especially technological innovations can be useful when it comes to making the learning process more effective and user-friendly. But what is most important and will remain the main priority, is if an L&D initiative meets your organizational needs like skill deficits and can add value to your business. The most sophisticated training software or course will amount to nothing if it cannot be aligned with your business goals.