Most employees love training. They realize that it makes their jobs easier. Many employees also know that training shows that their companies want them to succeed.
Yet let’s face facts. In any company, some workers resist training.
Who are they? It is tempting to write them off as people who simply like to complain. Yet rather than characterizing them as “squeaky wheels” and ignoring them, why not listen to what they have to say? Some of the objections they raise could offer you guidelines for improving your training.
“Training teaches me things I already know how to do.”
This is a common objection. It is hard to fight it, because most training programs actually should review and teach basic skills.
One way to counter this objection is create units in your materials with titles like, “Reviewing the Basics” or, “Building on Your Strengths.” It can also help to vary the design of your training so that it mixes basic and advanced skills. A good training designer can help.
“Training takes me away from my job.”
This is a complaint that is heard most often from ambitious and responsible employees – in many cases, employees you should value. And perhaps they are right to voice this objection.
There are several ways to address it. One is to review and adjust the way you deliver training; perhaps you can deliver brief lessons on mobile devices instead of requiring employees to leave their desks to attend day-long training sessions. Talk to a good instructional designer to find ways to address this concern.
“Training is all about hype, not substance.”
Employees who make this objection are often raising a valid point, especially if their companies think of training as little more than motivational, “fire everybody up” events.
While some training should be motivational, it should also offer a strategic mix of excitement and practical knowledge. Designing training is both an art and a science. But if your training is leaving out too much of the science, it could be time to review your training and its objectives.
“Our training is dull and uninteresting.”
If you hear this objection, it is time to ask, “Well, is our training actually dull and unengaging?” There are many ways to make training livelier through the use of videos, work simulations, self-evaluations, break-out sessions, and more.
If your training really is dull and uninteresting, this could be a good time to contact Tortal Training to speak with one of our training design consultants.
