10 Steps for Effective On-the-Job Training in 2024

On-the-job training is crucial for getting new workers up to speed in estates and facilities management. Here's how to do it right:

1. Check what training is needed
2. Make a training plan
3. Pick good trainers
4. Prepare training materials
5. Use the SAFE method
6. Use technology
7. Get trainees involved
8. Track and record progress
9. Ask for and use feedback
10. Check and improve the program

Why it matters:

• 80-90% of job knowledge comes from on-the-job training
• Good training boosts productivity and staff retention
• Bad training is costly - 40% of poorly trained workers leave within a year

Quick comparison of training methods:

Follow these steps to create effective on-the-job training that sticks and delivers results.

Check What Training is Needed

Before diving into on-the-job training, you need to know what skills your team actually lacks. Let's look at how to find these gaps and set clear training goals.

Find Skill Gaps

To spot skill gaps, compare your team's current skills to what they need. Here's how:

1. Make a skills inventory

List essential skills for each job, then assess your team's proficiency. Do this by:

• Reviewing recent job evaluations
• Chatting with team members
• Observing work practices

2. Use a skills gap analysis

A skills gap analysis shows where your team falls short. Here's a quick example:

This table pinpoints exactly where to focus your training efforts.

3. Ask your team

Your team knows their weak spots. Simply ask them what skills they think need improvement.

"Involving employees in identifying training needs ensures relevance and effectiveness." - Wiley Education Services

Set Training Goals

Now that you've identified the gaps, it's time to set clear training goals. Effective goals are:

• Specific
• Measurable
• Achievable
• Relevant
• Time-bound

For instance, instead of "Improve tech skills", try "Boost team's proficiency in our new inventory software from level 2 to level 4 within 3 months".

Make sure your training goals align with your business needs. This way, you're not just training for the sake of it – you're helping both your team and your company grow.

2. Make a Training Plan

You've spotted skill gaps. Now what? It's time to create a training plan. This roadmap will guide your on-the-job training and set clear targets.

Write a Detailed Plan

Your plan should cover:

• Training goals
• Topics
• Order of training
• Timeline
• Resources
• Responsibilities

Pro tip: Use a Learning Management System (LMS) to keep everything organized.

Set Clear Learning Targets

Learning targets are the backbone of your plan. They show what trainees should be able to do after training. Good targets are SMART:

• Specific
• Measurable
• Achievable
• Relevant
• Time-bound

Don't say: "Improve customer service skills" Do say: "Handle 5 customer complaints successfully within 2 weeks of training"

Here's how to break down a learning target:

Your targets should tie directly to company goals. As Jennifer Morehead, CEO of Flex HR, puts it:

"We've since adopted a more structured approach to remedy this, designing our training programs to align with our culture and objectives."

3. Pick Good Trainers

Choosing the right trainers can make or break your on-the-job training. Here's how to find people who know their stuff and can teach it well.

Choose Skilled Mentors

Look for trainers who:

• Know their job inside out
• Have a solid track record
• Actually want to help others grow

Eve Ash, a motivational psychologist and speaker, says a trainer's network matters:

"A person who has a good network of influencers e.g. is able to pick up the phone and connect you with a possible learning opportunity, or will make connections for people you should meet, events to attend."

These connections can open doors for trainees, offering learning chances beyond the training itself.

Check Teaching Skills

Knowing the job isn't enough. Your trainers need to:

• Explain things clearly
• Keep learners interested
• Give helpful feedback

The Consulting Experts say you need proactive trainers:

"Just like your employees, you want your trainer to be proactive, productive and an expert at what they do."

When picking trainers, think about:

The global corporate training market is growing fast - from £269.53 billion in 2021 to £385.01 billion by 2028. This shows how much good trainers matter.

To find the best:

1. Look at their past results
2. Read what clients say about them
3. Ask how they'd train your specific team
4. Check if they know your industry

4. Prepare Training Materials

Good training materials can make or break your on-the-job training. Here's how to create guides and checklists that actually work:

Make Training Guides

Training guides are your trainees' roadmap. Here's how to make them rock:

1. Set clear goals
2. Break it down
3. Use simple language
4. Add visuals
5. Include examples

That's it. No fluff, just the essentials.

Want to know the secret sauce? It's all about making it EASY for trainees to follow along. Think step-by-step instructions, not a novel.

Create Training Checklists

Checklists are your best friend. They keep trainers on track and trainees in the loop. Here's what to include:

Pro tip: Go digital with your checklist. It's easier to update and share.

"A well-designed lesson plan is essential for preparing for a presentation", says the Training Industry Association. They suggest using "a training materials checklist to organize materials for training workshops."

Bottom line: Good training materials = successful training. It's that simple.

5. Use the SAFE Method

The SAFE method can supercharge your on-the-job training. It's all about Structure, Automate, Feedback, and Evaluate. Let's dive in:

Plan Training Sessions

Set up your training to stick. Here's how:

• Chunk big tasks into bite-sized steps
• Mix it up with hands-on practice, visuals, and chats
• Set clear goals for each session

Use Automation

Let tech do the heavy lifting:

• Track progress with a Learning Management System (LMS)
• Set up auto-reminders for trainees
• Create quick digital quizzes

Get Feedback

Listen and improve:

• Run quick surveys after each session
• Chat one-on-one with trainees
• Ask managers how trainees are doing

Check Progress Often

Keep your finger on the pulse:

• Test before and after training
• Track key performance indicators (KPIs)
• Watch how trainees perform on the job

"68% of workers think training and development chances are the most important policy an organisation can offer." - LinkedIn

The SAFE method isn't a set-it-and-forget-it deal. Keep at it to make your training better and better.

6. Use Technology

In 2024, tech is a game-changer for on-the-job training. Here's how to make it work:

Online Learning: Your New Best Friend

Why? It's flexible, trackable, and cost-effective.

Walmart's Win: They used VR and saw test scores jump 70%. Plus, staff enjoyment shot up 30%. Not too shabby!

Software Learning Tools: The Fast Track

Look for tools that:

• Guide users step-by-step
• Offer safe practice environments
• Give instant feedback

Here's a quick look at some options:

Pro Tip: Don't buy blind. Most tools offer free trials. Take them for a spin and see what clicks with your team.

7. Get Trainees Involved

Want your training to stick? Get trainees in on the action.

Hands-On Practice

Reading about a task? Boring. Doing it? That's where learning happens.

"Most trainers lecture for two-thirds of their session. For real learning, let trainees discuss, move, act on ideas, and learn from each other." - Axonify Team

Try these:

• Job shadowing: Newbies follow pros. It's a backstage pass to the job.
• Immediate application: Just learned something? Use it now.

Teamwork

Two heads are better than one. In training? A whole team can work wonders.

Team-building activities that double as learning tools:

Mix it up. Use solo and team activities to keep things fresh.

8. Track and Record Progress

Want to know if your training's working? Keep tabs on your trainees.

Use Skill Scorecards

Scorecards are like report cards for work skills. Here's how to use them:

1. List key skills for each role
2. Rate trainees from 1-5 on each skill
3. Update scores after each training session

This table shows clear progress over time. It's a quick way to spot improvements and areas needing extra help.

Keep Good Records

Writing down training activities and results isn't just busywork. It's gold for your business.

Good records:

• Show who's done what training
• Help spot learning trends
• Prove your training works (bosses love this!)

Use a simple spreadsheet or a learning management system (LMS). Just make it easy to update and read.

Pro tip: Get trainees to log their own progress. It keeps them engaged and saves you time.

9. Ask for and Use Feedback

Training isn't a monologue. It's a dialogue. You need to listen to your trainees and tweak your approach based on their input.

Get Trainee Input

Want to know what your trainees think? Here's how:

• Run quick surveys after each session
• Mix up your questions (multiple choice, scales, open-ended)
• Keep it brief - 5-10 questions max
• Make it anonymous

Try this simple survey:

Act on What You Hear

Collecting feedback is just step one. Here's what to do next:

1. Spot the trends in responses

2. Pick your top areas to fix

3. Make specific tweaks

4. Tell trainees what you've changed

Say trainees find the content too complex. You might:

• Break up long sessions
• Add more real-world examples
• Create quick reference guides

Bottom line: Good feedback is your training program's secret weapon. Use it well, and watch your on-the-job training level up.

10. Check and Improve the Program

Your on-the-job training isn't a one-and-done deal. You need to keep an eye on it and make it better as you go.

See if Training Works

Want to know if your training is doing its job? Here's how:

1. Set clear goals

Before you start, figure out what success looks like. Is it faster work? Fewer mistakes?

2. Use the right tools

Mix it up:

• Surveys
• Skills tests
• Job performance data
• Manager feedback

3. Look at the numbers

Is training making a real difference? Check out these examples:

4. Ask the right questions

Don't just ask if people liked the training. Dig deeper:

• Are they using what they learned?
• Has their work improved?
• Do they feel more confident?

Keep Making Training Better

Now that you know what's working (and what's not), it's time to fine-tune:

1. Act on feedback

If trainees say it's too complex, break it down or add more examples.

2. Stay current

Keep your training up-to-date with industry trends and company changes.

3. Try new methods

If something's not working, mix it up. Maybe switch from lectures to hands-on practice.

4. Keep learning

Stay on top of training best practices. What worked last year might not cut it now.

Here's the kicker: good training pays off. Companies that invest in training see 17% higher productivity. And 59% of employees say training directly boosts their performance.

So, keep checking, keep improving, and watch your on-the-job training program get better and better.

Wrap-Up

Let's recap the key steps for effective on-the-job training:

1. Assess training needs
2. Create a solid plan
3. Choose skilled trainers
4. Prepare materials
5. Use the SAFE method
6. Incorporate helpful tech
7. Provide hands-on experience
8. Monitor progress
9. Gather and use feedback
10. Evaluate and improve

On-the-job training isn't a set-it-and-forget-it process. It needs ongoing attention and improvement.

Why it's worth the effort:

To keep your training sharp:

• Get real feedback: Use anonymous surveys for honest trainee input.
• Vary your approach: Mix classroom sessions, online courses, and practical exercises.
• Smart tech use: Consider VR or online tools to boost engagement and effectiveness.
• Track what counts: Monitor how training impacts customer satisfaction and job performance.

Good training pays off. Companies investing in training see a 17% productivity boost. And 59% of workers say training improves their job performance immediately.

So, keep refining your on-the-job training. Your team (and your profits) will benefit.

Checklist for Good On-the-Job Training

Want to set up effective on-the-job training? Here's a quick checklist:

1. Assess training needs: Find skill gaps and set clear goals.
2. Create a training plan: Write it down and make sure you can measure the results.
3. Choose skilled trainers: Pick experts who can actually teach.
4. Prepare training materials: Make guides and step-by-step checklists.
5. Use the SAFE method: Plan sessions, use automation, get feedback, and check progress often.
6. Incorporate technology: Use online platforms and software tools.
7. Provide hands-on experience: Set up practical exercises and encourage teamwork.
8. Track progress: Use skill scorecards and keep detailed records.
9. Gather and use feedback: Listen to trainees and adjust your approach.
10. Evaluate and improve: Check if you're meeting goals and keep refining.

Tailor this checklist to fit your company. The National Safety Council suggests four key elements for effective training:

FAQs

What are the 10 steps in creating an employee training program?

Here's how to build a solid employee training program in 10 steps:

1. Find skill gaps and set goals
2. Pick the best training method
3. Use adult learning principles
4. Create clear, measurable objectives
5. Nail down all the details
6. Create engaging, useful content
7. Put your plan into action
8. Check if it's working
9. Track progress against goals
10. Keep improving based on feedback

What are workplace competencies?

Workplace competencies are the skills and abilities needed to do a job well. They're a mix of:

• What you know
• What you can do
• How you approach tasks

For example, a manager's competencies might include:

How to develop company competencies?

To build strong company competencies:

1. Decide how competencies will help your business
2. Form a team to collect info on needed skills
3. Draft a clear outline of your competencies
4. Put your plan into action across the company

Aim for about 10 company-wide competencies and no more than 5 for each team or role.

Pro tip: Use these competencies in your hiring, training, and performance reviews to keep everyone on the same page.

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