3 TIPS TO IMPROVE ON-THE-JOB PERFORMANCE

3 Tips to Improve On-the-Job Performance

3 Tips to Improve On-the-Job Performance

We all know the importance of training. It helps new employees learn the skills and knowledge required to perform their job. But training doesn’t necessarily stop on-the-job issues from happening. So how do you begin to reduce the amount of issues you may encounter after training has ended?

Included below are a list of 3 tips we suggest you begin doing so you can begin to reduce on-the-job performance issues and increase your employees’ productivity.

Open Communication & Feedback Loops

Start by opening the lines of communication with your employees. Create an environment where they feel like they’re able to openly communicate their thoughts, whether with training or office issues. Ask them what they think, feel, or need.

Hopefully your employees feel comfortable enough that they can express their thoughts or concerns about on-the-job issues. This also allows you to actively gather feedback that can later be used to increase the impact of your training.

In addition to creating open communication lines, you’ll want to ask your employees if they have everything needed to perform their job effectively:

  • Do they still have questions on what they learned during training?
  • Do they feel like the information could be used in their daily work?
  • Do they feel like they need additional training?
  • How are they going to apply the new information learned?

All of these feedback questions are useful and important so that you can better understand your employees and on-the-job performance issues they may be having.

Follow Up After Training Has Ended

Your organization has, more than likely, invested a lot of time and money into developing a successful training program. These programs come in a variety of forms too, such as: classroom training, online training, worksheets, eLearning, mLearning, or blended learning.

A top priority should now be to create a follow-up plan that happen directly after training has ended. If you’re familiar with the Forgetting Curve and how memory fades over time, you understand that it’s important to begin reinforcing material directly after training has ended.

Training follow up should reinforce knowledge and skills the employee learned while in training. It should also be based on goals, and not just on reminders.

Training reinforcement programs should take your current training material and create a structured reinforcement program with a unique combination of short and meaningful reinforcement messages with powerful media, such as video, images, and questions that are used to increase the employee’s knowledge retention and help change their behaviors.

We recently had a client, here at Mindmarker, that used training reinforcement to increase their communication skills by more than 50%. Your follow up plan shouldn’t focus solely on increasing the employee’s knowledge retention; it should also focus on creating behavior changes that increase your training ROI. 

Focus on Behavior Change

Make sure your training and training follow up are focused on creating behavior changes. Many on-the-job issues are a results on employees being inadequately trained or followed up with.

On average, 31.5 learning hours are used by each employee in your organization but even fewer hours are used to follow up and reinforce behaviors that correlate with your organization’s objectives.

With the average direct learning expenditure per employee averaging $1,200, it’s time to start focusing your efforts of increasing their knowledge and skills, as well as creating lasting behavior changes.

You can dramatically increase your training impact by making sure your learning culture is focused on creating behavior changes with a goal-based, structured reinforcement program.

Take Action

We’ve only included three tips above but there are a variety of ways to dramatically increase your training impact: implement feedback loops, open communication, have a follow up plan in place that focuses on reinforcement objectives, and focus your training reinforcement on behavior changes. 

Learn more about how to determine your reinforcement objectives in our step-by-step guide. Download the 10-Step Guide to Determine Your Reinforcement Objectives


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About Mindmarker

Mindmarker addresses a common problem: learners return from a training or eLearning course and quickly forget the information they just learned and revert back to old habits. For training to have the most impact, it has to be reinforced. Read more about us »
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