Hot News

4 Tips on How to Retrain Existing Employees

Very little in the world stays stagnant. While the laws of physics may not change, the rules in the office could vary. Just think of how technology contributed massive changes to business operations during just the past five years. Business owners must be up to date with all manner of changes affecting how they run things. Employees that work for a business must modernize their approaches as well.

Management does need to take steps to retrain employees when circumstances dictate doing so would be wise. Investing resources in retraining employees make sense. Business owners benefit themselves by improving their employees’ abilities to do a job the right way.

Of course, the actual retraining process must be done correctly as well. Employers must follow a proactive strategy capable of effectively instilling new skills in their staff. Here are four ways to facilitate such an outcome.

1- Monitor Progress After Running Training Sessions

Formal steps to retrain employees are a given. Classroom lectures, seminars, and workshops all serve as means in which to retrain staff. While a lot of effort may go into the actual training sessions, the follow-up could be lacking. This creates problems because a failure to monitor progress after training sessions leads to confusion over whether employees fully grasped the training. Even worse, management might think employees are up to speed on everything when they really aren’t. By the time deficiencies become discovered, it is too late. A lot of time in the office has been wasted.

Review your employees’ work in the days and weeks following retraining sessions. A basic examination of their work reveals — at least in part — how much of the retraining they have absorbed. If you uncover deficiencies, resist the urge to feel frustrated. Instead, welcome the discovery. By learning about deficiencies, you can take steps to address them.

2- Provide Materials They Can Review at Home

Homework isn’t just something you do when you are in school. The workplace can require employees to brush up on their job during their off hours. Since a job may require the constant upgrading of skills, self-motivated employees might take the initiative to learn on their own. Others may not know how to go about doing this. And then some could find the necessary educational resources difficult to locate. Why not take steps to help these struggling employees? You same steps can even further support those who are already taking steps on their own.

Putting together information packets or producing media files employees can review at their leisure helps. Some may even listen to audio files on the commute home. No matter how the employees choose to review the material, the process helps with the overall goal of retraining them. When the material provided to them is properly composed and structured, it should be of great educational value.

3- Set a Course for Self-Learning

Teaching the direct way to perform a task helps. Some skills do require learning how to do things in a “Step 1, 2, 3” manner. Only teaching skills in this manner can be a bit robotic. Perhaps it would be best to combine functional task-specific skills with developing a mindset for self-learning. Employees shouldn’t always be reliant on management to train them. If they understand enough about the direction office and industry changes seem to be going in, they may be able to stay on top of things on their own to some degree. No, this doesn’t mean management absolves itself from future retraining responsibilities. Rather, management also instructs employees on how they can better educate themselves and not fall behind the curve.

4- Devise Ways Employees Can Learn From Each Other

A communal effort for future learning has the potential to keep employee skills current. Employees with skills and capabilities can be allowed to informally instruct peers in both a supervised and unsupervised manner. This way, everyone in the office doesn’t fall too far behind performance requirements. Formal training programs would still be needed. Peer training isn’t a perfect substitute for formal retraining. Peer training does shore up training deficiencies. The benefits of this result become obvious when employees gain necessary knowledge about their tasks.

Join The Discussion