An important part of training and onboarding for all businesses is providing and communicating practical knowledge to new employees. With much to learn and a limited amount of time, training managers must strategically consider which pieces of information will be the most helpful to new hires.
“The very first thing you’ve got to do is make sure that if you’re going to teach somebody and take the time to put them through something, that the content you’re teaching them is going to matter and make a difference,” insists Mike Kunkle, Commercial Training & Development Leader for a Fortune 50 corporation.
He recommends using an analysis of what your top producers are doing to shape your training. Every department will have employees that seem to consistently knock it out of the park in terms of exceeding their goals. Much of what makes them so good at what they do has nothing to do with what they were taught in onboarding. Their value falls into the “tribal knowledge” category – all the practical knowledge and everyday tricks that top performers have learned over years to make their work more productive and effective.
By talking to top producers and getting them to share best practices, you can extract the actions, techniques, and information that will most benefit your new hires to learn. “Most training that gets delivered isn’t built to follow what top producers do in any particular company,” Kunkle said.
But if you want your employees to go from good to masterful, look to those that are already successful. A social knowledge network can be the platform through which top producers share their knowledge with newer employees. Training and learning materials stay relevant and effective as the knowledge of a resourceful few becomes the knowledge of all.
To learn more, check out our eBook, “Knowledge Management and Training: Why Social Learning Works.” It delves into six methods for more effective training and why better knowledge management is so important in enabling employees.
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