When thinking about the training a workforce needs, it’s not surprising that the best source of information is the employees themselves, but consideration needs to be taken when asking employees about these needs—some methods are better than others. The go-to method for soliciting employee feedback is usually a survey; however, what people clamor for isn't always what they really need. First, leadership should identify a business need at the organization, say, improving customer service. When resources are limited, training investment needs to be focused on driving results. Next, key factors that will contribute to the goal need to be identified. Step three is to determine what employee behaviors will lead to better results related to these drivers. This might involve employee discussion to determine what is working and what isn’t. This way, training becomes focused on what the employees need to better do their jobs, not simply what training they desire. Conducting an up-front needs analysis will end up saving time and resources while delivering better outcomes in the long run.
When It Comes to Training, Give Employees What They Need, Not What They Want