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There are several possible problems that can lead to either trainer burnout and/or a less than-successful training program. Here’s what can go wrong, along with ways to make it right:
How Trainers Develop Burnout
- They get in a rut by always training the same topic.
- They get in a rut by always using the same training methods.
- They are discouraged because of management’s lack of support.
- Their hands are tied by an inadequate budget.
- They do not receive ongoing train-the-trainer instruction.
- They do not receive proper materials or instruction for training across language barriers
or cultural differences. - They do not get into the field enough to customize their training beyond book learning.
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How to Keep Trainers Fresh
- Rotate trainers onto different topics.
- Encourage using a variety of training methods.
- Promote your program to management, and get their verbal and public support; ask management to personally encourage trainers.
- Present a realistic and ambitious budget that provides for all your training needs.
- Encourage and provide for ongoing training and career development for trainers.
- Assess your training audience ahead of time, and provide trainers with language-appropriate materials and cross-cultural information.
- Arrange for trainers to visit the operations in which they train on a regular basis to keep current on new methods.
Why Training Programs Fail
- No training goals are set.
- Training goals are not in line with company goals.
- No accountability measurements are set up for trainers or trainees.
- Training is regarded as a onetime event and not as an ongoing need.
- Little or no support is given from upper management.
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How to Make Your Training Program Succeed
- Set specific training goals with a committee that includes top management.
- Align training goals directly with the company’s strategic and financial goals.
- Set up an accountability system to measure the effectiveness of trainers and trainees; determine whether trainers successfully communicate information and whether trainees successfully apply what they’ve learned to improve their job performance.
- Design a training schedule that includes ongoing training, such as beginner, intermediate, and advanced as well as refresher training. Incorporate this calendar into the company’s calendar of holidays and other company events.
- Always have a representative from upper management on your training committee to ensure that training is an integral part of your company’s present and future plans for success.