How do you apply training to real work?

1 Align training with work goals

One of the first steps to apply training to real work is to align the training objectives with the work goals. This means that you need to identify the specific skills, knowledge, and behaviors that employees need to achieve their work outcomes, and design the training content and activities accordingly. You also need to communicate the purpose and benefits of the training to the employees, and how it relates to their work roles and responsibilities. This way, you can increase their motivation, engagement, and retention of the training material.

2 Use realistic scenarios and examples

Another way to make training more applicable to real work is to use realistic scenarios and examples that reflect the work context and challenges. This means that you need to use case studies, simulations, role-plays, or other interactive methods that allow employees to practice and apply the training concepts and skills in a safe and controlled environment. You also need to provide feedback, guidance, and support to help employees learn from their mistakes and improve their performance. This way, you can enhance their confidence, competence, and readiness to transfer the training to their work situations.

3 Provide follow-up and reinforcement

A third way to ensure that training is applied to real work is to provide follow-up and reinforcement after the training. This means that you need to monitor and evaluate the employees' progress and performance, and provide them with ongoing coaching, mentoring, or feedback. You also need to create opportunities for employees to review, refresh, or update their training knowledge and skills, and to share their experiences and best practices with their peers or managers. This way, you can sustain their interest, commitment, and improvement of the training outcomes.

4 Involve managers and stakeholders

A fourth way to facilitate the application of training to real work is to involve managers and stakeholders in the training process. This means that you need to consult and collaborate with them to identify the training needs, goals, and expectations, and to align them with the organizational strategy and culture. You also need to engage and empower them to support, encourage, and recognize the employees' learning and performance, and to provide them with the necessary resources, tools, or incentives. This way, you can create a positive and supportive learning environment that fosters the transfer of training to real work.

5 Adapt and customize training

A fifth way to optimize the application of training to real work is to adapt and customize the training according to the employees' needs, preferences, and feedback. This means that you need to assess and analyze the employees' prior knowledge, skills, and gaps, and to tailor the training content, level, and pace accordingly. You also need to solicit and incorporate the employees' feedback, suggestions, or questions, and to modify or improve the training design, delivery, or evaluation. This way, you can ensure that the training is relevant, engaging, and responsive to the employees' learning and work needs.

6 Measure and celebrate results

A sixth way to demonstrate the value of training to real work is to measure and celebrate the results of the training. This means that you need to define and track the key performance indicators (KPIs) that measure the impact of the training on the employees' work outcomes, such as productivity, quality, customer satisfaction, or revenue. You also need to acknowledge and reward the employees' achievements, contributions, or improvements, and to share their success stories or testimonials with others. This way, you can show the return on investment (ROI) of the training, and motivate the employees to continue applying what they learn to their real work.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?