How To Avoid One-And-Done Training


You’ve successfully onboarded your new employee and trained them in the skills needed to do their job.

That’s a great accomplishment, but it is just the beginning….

Here’s a question to ask yourself:

How does our training ensure our people strengthen their learned skills and understanding over time?

Many organizations have realized, and are realizing, the value of reinforcement training. Not remedial, but reinforcement. This is the type of training that keeps certain skill sets sharp and increases retention of methods, behaviors, and procedures to keep their people at peak performance on an ongoing basis.

It is a powerful antidote to the tyranny of the “one-and-done” training so many companies employ. That’s the method where employees get the basic training they need, and the company assumes full proficiency and competence without any further enhancement of those skills.

It is also not a positive or negative reinforcement training, as used by some companies and even dog trainers. It’s the cultural mindset to ensure behaviors and knowledge are continually reinforced, shored up, and strengthened over time.

There is a difference between reinforcement training and ongoing training. Ongoing training means learning new skills, whether methods, policies, or products and services, and folding them into the current pile of items employees are juggling. Reinforcement training gets back to the basics of each area to ensure that each one does not atrophy but continues to stay solid and grow.

A well thought out plan will identify certain intervals for this to occur. By keeping the material fresh and in front of the team, (and also with alignment to the company goals and core values) they will not forget those tools and methods they need to excel at their jobs and help achieve the vision of the organization.

There are new tech companies that even assist in online/device training called microlearning. One example is Duolingo, a microlearning app that allows you to learn a foreign language in small intervals, and then prompts the user to rehash certain word skills to keep their fluency up as they learn. This is a great example of reinforcement training and how the “one-and-done” does not work. This is a growing segment that one simply cannot afford to miss tapping into.

Make a plan to get your people further along in their training. Build them up through the year, not just one time. Like exercise, you cannot see results by working out just once.

Remember: Training is a process, not an event.

(image: pixaby)

About Paul LaRue

My goal - To encourage you to lead & influence others with positive impact.

Posted on January.3.2017, in Leadership. Bookmark the permalink. Leave a comment.

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