We’ve explored different learning styles in a previous post. While the theories can provide an important foundation for design of training, frankly, it can be a little overwhelming for those of us in the trenches.

Experts tend to agree that training increases employee retention.

But here’s a more nuanced question: can you train your managers in such a way that specifically raises employee retention rates?

So, you’ve identified a problem in your organization, and you think training is part of the solution. Or maybe you have a strategic goal where training can play a key role. Time for a training needs analysis!

If you are thinking of investing in a training program for entry-level employees, all I want to say is, "Do it."

Update 3/19/2020:
If you are here due to the COVID-19 pandemic, you've come to the right place. We have years of experience delivering training in remote modalities. Read on.

For years I have been a big fan of First, Break All the Rules by Marcus Buckingham and Curt Coffman. I love that they started with data from more than 1 million Gallup surveys and worked intently to find what the data would reveal.

As companies embrace outsourcing more IT functions, external resources such as MSP Account Managers and vCIO's have greater influence in decisions around migration strategies. Is user adoption factored into the planning?

Training employees. “Whose job is that? It’s not mine.” I’ve heard this often from my IT peers. They aren’t trying to skirt responsibility, they love technology and want users to embrace the latest enhancements. IT administrators and staff are often tasked with learning about the newest technologies to help their business maintain a competitive edge and meet customer demand. There are many reasons why IT may seem like the best choice for providing training. A common example being the C-suite seeing their IT staff as experts of the newest technology and they want to leverage that expertise.

Communication, teamwork, problem solving, attitude, leadership, professionalism. They are typically called "soft skills" and are vital to the success of any organization. The good news is that they can be learned and developed, just like hard skills.

Maybe you have a hunch that a self-paced training program is a good fit for team members in your organization. Let’s dig into the benefits of a self-paced approach and help you envision how you might put those benefits to work for your employees. So here we go:

Organizations are spending an average of $1,208 per employee on training, according to the Association for Talent Development’s latest State of the Industry Report. I think we can agree that spending on training is a critical investment for any organization, but how do you know if you are getting the most bang for your buck?

You’re excited for your upcoming deployment of Office 365. Or maybe “nervous” is a better word for your edgy feeling. Take a deep breath, the good news is you’re not the first IT manager or stakeholder who has felt those butterflies before your deployment. As of October 2018 there are an estimated 150 million people who connect to Office 365.

Maybe it has crossed your mind from time-to-time, thinking you should put a training plan in place for your team. If you’re like me, maybe you haven’t had time. And there may seem to be significant barriers to getting started: needs analysis, skills gap analysis, training plan templates, and so on. Not that any of those things are bad, those are all great and important things, but it takes time and effort to do them right.

Just as there are many approaches to workplace training and delivery, adults respond to training in different ways for different reasons. People vary generationally in the way they absorb and process information, and they also vary in naturally predisposed learning styles. Efficiency demands that training satisfy each of these more or less equally, but actually designing it to this effect can be a nightmare mess of conflicting elements that inclines many to ignore these distinctions altogether. Learning proficiencies can be divided and described in any number of ways; Presented below are two of the most useful and widely-implemented models of learning styles, followed by advice on how to address them both directly and indirectly. The process need not be as complicated as it first appears, as long as the differences and basic characteristics of these styles are understood and kept at the back of the mind.

We all want well-trained, productive employees on staff. Yet even though that dream is in high demand among employers, it isn't a reality for every organization. One of the biggest bottlenecks that commonly keep professionals from reaching their full potential is a lack in effective training or onboarding. Without effective onboarding and training opportunities, your employees will continue to lack the skills they need in order to contribute to company growth and success.