Joe is a new clinical medical assistant at his local hospital. He recently went through a paid training program that the hospital paid for and has committed to being with the hospital for a year. One his first day on the job he is thrown into the deep end, he is told there is no real onboarding program – and he will need to figure out how to do the job he was hired to do. Did you hear that. That ticking sound. The clock has started counting down the weeks, days, minutes, and seconds until Joe leaves.
As an organization you might be asking What Is In IT For Me (WIIFM) to provide relevant training – and the answer is simple, it keeps good people longer.
When we think of relevant training, we think of three crucial areas that organizations should focus on:
Onboarding – the orient the individual to the organization, their role in context of the organization, and the overall employee value proposition.
Role based training – training mapped to my specific role that needs to be completed in specific timeframes, along with a clear understanding of how these ties to my role and overall career path.
Compliance based and regulatory training
In curating the learning paths, organizations should focus on the content that is the most relevant to performance of the specific role, maximize the ability to access training in the moment of need (not just an event-based approach), and structured to provide remediation when needed. Avoiding a “one-size fits all” or “check the box” mentality will not only show your employees you value them but also communicate that training is a strategic value to the organization.
What happens when this is not done well? Consider the fact that often 40% of skilled trades hires quit after their first 6 months – often for the lack of proper onboarding and the lack of clear training pathways to build additional skills.
Using our RETAIN model, We Learn helps organizations to design training experiences that align to the ways in which individuals progress in their role and their careers and that align to the goals and objectives of the organization.
If you are interested in learning more about the RETAIN model, we would love to hear from you!
