We know that one learning intervention is rarely sufficient for employees to improve performance, change behavior or retain new information. It takes varied practice, lots of review and workplace support to become competent in new skills. We also know that it is difficult for employees to find time to engage in long-term learning opportunities.
If we want to be known as an industry that promotes research-based practices, we need alternatives to conventional one-time learning events. What are some ways to continue to provide support within and outside of the workflow after a course is complete? Here are ten possibilities below. Many of these approaches are distributed over time, which takes advantage of spaced learning.
1. INVOLVE MANAGERS
Could this be the most important strategy? When managers support training, rather than seeing it as a separate activity, employees are bound to improve their skills more quickly.