6 Main Types Of Training Your Employees Can Benefit From

No training method can be said to be universally applicable. Many staff training types are available, each serving a unique purpose. If you teach your staff when it’s most beneficial to them, you can improve their learning outcomes and engagement, which can benefit your organization. There are several upsides to well-executed staff training programs, including but not limited to lower turnover and higher output.

1. Online Diversity And Inclusion Training 

This emphasizes cultural competency, confronts the pervasive issue of prejudices and stereotypes, and teaches employers and employees to collaborate to achieve organizational goals. Making money in business has always required cooperation between people. When filling open positions, companies nowadays can choose from a wide variety of qualified applicants. However, in terms of creating a fair and inclusive workplace, this diversity presents its issues. This includes seeking out and employing people of many backgrounds, including those of various faiths, languages, ways of life, ethnicities, and languages. The training emphasizes that everyone in your organization needs to be on the same page and working toward the same goal if you want to be successful; online diversity and inclusion training helps businesses foster an environment where all employees feel welcome and valued. Employees who have participated in diversity training have reported feeling more empathetic toward one another on the job. Cultural diversity training addresses the elephant in the room regarding cross-cultural dialogue, resentment, and competitiveness for progress.

2. Leadership Training

Leadership training is a subset of interpersonal skills education that focuses on developing qualities and talents that are directly relevant to leading other people. Management and leadership development programs have a multiplicative effect: It’s common for everyone to have a negative time if the management is incompetent. Due to leadership training, employees can improve their communication, project management, strategic thinking, and leadership abilities. Skills like crisis management and the technical knowledge needed to handle management-specific software and tools can be incorporated into leadership training. It is important to note that leadership development programs are meant to complement, not replace, career coaching. No matter what their current position or future goals may be, with the guidance of a coach, any worker may make the most of their professional experience. Coaching can be a valuable tool for anyone aspiring to a leadership position.

3. Team Training

Involvement and output are both increased through the use of training programs for teams. They help coworkers get along better and enhance operations. These can be presented in an all-at-once setting like a retreat or spread out over a longer time frame like weeks or months. Interpersonal communication, process management, and goal setting are common topics of concentration in team training programs. Training your staff is always a good idea, but it’s especially crucial following a significant organizational shift such as a merger, restructure, or new leader.

4. Instructional Training For New Employees

Onboarding refers to how new employees are educated on all aspects of working for your firm. Onboarding training is similar to compliance training but is focused on the new employee’s first days on the job. All new hires require a solid foundation in the fundamentals, such as how to use the company’s software and other resources, proper methods of communication, where to find help if they run into problems, and so on. Onboarding training content includes information and resources that new hires will need in their initial few weeks at the organization.

While new hires need to learn the basics, it’s also crucial that they don’t feel overwhelmed by their training. Start with the minimum information new hires need to know, then build from there. When employees are overwhelmed with information, they may become anxious and seek other employment. Finally, ensure your staff access resources once their initial training has concluded.

5. Adherence Training

Any mandatory training is considered compliance training. Training of this type might focus on anything from basic security to more advanced technological skills. Employees should learn what they need to know to comply with the law and the business needs. As a result, the specifics of compliance education will differ significantly depending on the organization. Compliance training for a restaurant and a technology startup will be very different. In addition to job-related duties, topics like safety and security are frequently included in compliance training. 

The Occupational Safety and Health Administration (OSHA) requirements, for instance, must be addressed because they are mandated by law. Compliance should also include company-specific regulations, such as late-night office lockups, printer restrictions, etc. Compliance training can be challenging to design, so if you’re stuck for ideas, try talking to employees and finding out what they’re having the most trouble with and what knowledge they wish they’d received sooner. It’s safe to assume that anything brought up multiple times is meant to be covered in compliance training. You should provide updated compliance training when critical tools are upgraded, new harassment policies are implemented, and security measures are altered. Compliance training is necessary when new information or obligations affect the company’s capacity to operate effectively and legally.

6. Sales Training

Sales education focuses on the product’s selling points rather than finer nuances. In contrast to product training, sales training teaches staff how to persuade customers to buy the product, handle challenging customer questions, and highlight the product’s distinctive advantages. Ultimately, sales training aims to provide your staff with the skills to promote and sell the product effectively. Role-playing is commonly used in sales training to equip staff with practical experience in making sales. Employees act out a sales conversation with a fictitious client, complete with a question and response exchange. Incorporating sales training into new hire orientation is vital since salespeople need it to execute their jobs. It may be safe to postpone this type of employee training until after the onboarding process if the individual will not regularly interact with consumers in their employment.

Growth-oriented and morale-boosting work environments require strategic use of various employee training at the appropriate times. However, it’s also vital to use the proper educational platform. The necessary training for the right individuals may be provided rapidly, allowing you to adjust to a growing and shifting workforce. This has the potential to produce a force that is more informed, more invested, and confident in its abilities. Most workers’ perceptions that they lack the necessary skills are unwarranted.