Training and Healthcare Blogs
My staff find training boring! Are they actually gaining the knowledge they need?
Do your staff find training boring and you're not sure if they are actually gaining any knowledge / skills from it? Perhaps they have completed the same training annually for the last 10 - 20 years and feel they know everything already?
It can be difficult when staff have completed regular training on the same subjects, year after year and perhaps they are not the type of person to usually enjoy attending training courses. If your team are finding training sessions boring, they are more likely to switch off and not take in important information and updates. This could lead to incorrect or outdated care procedures being carried out, de-motivated staff, unhappy clients and could impact on your company's reputation.
In this blog we will share some tips as to what you as an employer can put in place to ensure your staff enjoy and look forward to training sessions and how you can confirm learning.
1) Timing - Firstly, one of the most important things we have found is ensuring you schedule the training sessions at a time that will suit your team. Having to attend a training session after completing a work shift is not the best way to ensure your staff are as alert and as engaged as possible.
Do members of the team need to do the school run? Think about how you may be able to accommodate this.
Are they not used to sitting in a classroom for a full day? Think about offering bitesize training sessions where possible just short 3-hour sessions.
Are you having difficulty covering shifts to organise training in the day? Talk to your team, see if they would prefer evening sessions or weekends. They would benefit from some overtime and you would not need to find cover for their shifts. You could also look at offering some of the training as virtual sessions, so they can attend without having to commute or leave the house (especially if they have childcare issues).
2) Observations - Following training sessions, setup observations on staff to ensure they are putting the training into practice and following protocols. I am sure you already do observations. However, if they are specifically scheduled shortly after the training session, and you notify staff BEFORE they attend the training that the observation is coming up, they are more likely to ensure they are engaged with the session and take in the information. This is a great way to confirm learning and ensure they understand how to put that learning into practice in the workplace.
3) Recognition - Recognition is a positive and effective way of motivating staff and encouraging attendance and engagement during training. It could be that following completing the annual training update or their new induction training that it is announced at a staff meeting or put into a staff newsletter (with a photo of the group who have just passed their training). You could even provide a small reward such as a box of chocolates, a pizza lunch delivery for the team or a cinema voucher.
Remember we should not just recognise people when they do outstanding things that are above and beyond their role. We should also recognise them for doing their job and doing it well! This includes passing their training sessions - because it is important, for them, for the people they care for and for your company!
4) Feedback - communicate with your team, let them know that you WANT their feedback on the training you are providing and that you WILL act upon that feedback.
If you are not currently receiving feedback forms from your training provider - ask for them. If the feedback from staff is saying the session was 'ok', 'too long' or 'boring' - don't accept it, ACT on it! Find out what the issues are from your team and discuss possible solutions with your training provider.
Even if the training your team are having include the same subjects that need to be covered every year, this does not mean they should be having the same course with the same activities. Topics can and should be taught in a variety of ways, with different activities available.
Nobody should ever sit exactly the same training course twice! They can cover the same topics and achieve the same learning outcomes, but the course should have a variety of activities and teaching methods and drawing on the groups experiences and input to mix it up.
Try putting the above tips into practice and ensure you communicate with your team, so you understand what the issues are. If that does not work or the training provider is unable to accommodate what is needed, then the next step may be to look for an alternative training provider, one that can accommodate what your team needs.
When selecting a training provider, ensure they know their stuff and have the qualifications and CPD to back it up. Ask for some past feedback and references, have an informal chat with the provider to get a feel for their organisation ensure they offer what your team needs and that you feel they would be a good fit for your team. If you are happy, ask them to run a course as a trial. The course feedback from your staff can then help you to decide if they are the right training provider to work with your company, to engage your staff and to take the hassle out of training for you.
If you would like to discuss your training needs with us then feel free to drop us an email at firstname.lastname@example.org and we can arrange to have a chat and see how we can help you.