Step 1 – Define the purpose of the training
The manager should define why the employees are attending the program. Is it to enhance their skills, acquire new knowledge, develop leadership skills, or learn about a new initiative?
Step 2 – Select the right program
The manager should select a program relevant to the employees’ job roles and align with the department’s and organization’s goals. The program should be reputable and have a track record of success.
Step 3 – Communicate expectations
The manager should talk with the employee to explain the program and ask what the employee would like to get out of the program based on the employee’s goals and aspirations.
The manager can then communicate what they want the employee to achieve during the program. This will provide clear expectations about what is expected from the program and the skills that could be applied in their jobs. Hopefully, there is some alignment between the employee’s and the manager’s goals.
The manager should communicate with the training vendor, design team, or facilitator to brief them on the conversations so they can coordinate the course content.
Step 4 – Provide support
The manager should support the employees by ensuring they have the necessary resources and time to attend the program. The manager should also provide follow-up support to reinforce the learning and help the employees apply their new skills and knowledge. This happens so often that attendees still have to participate in their day-to-day activities while in the program. To get the most out of the program, employees should be available to attend the entire program.
Step 5 – Evaluate the program
The manager should evaluate the program’s effectiveness in achieving the desired outcomes and assess the employees’ progress toward achieving their learning objectives. The manager should check in with the employee after the program to determine if the goals they set were met. They should meet periodically to see if the skills are being used and developed.
Overall, a manager should ensure that sending employees to a professional development program is a strategic investment in the employee’s development. By identifying the goals of the program with the employees and providing the support they need by being able to focus on the training, the chances of the training being successful will improve dramatically.
What have you done to help your employees be successful in development programs?
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