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How to Identify the Training Gaps in Your Teams

As you're no doubt aware, the best IT systems aren't only kept up-to-date, but constantly adapting to new demands and technologies. As your business expands and your capabilities increase, so too does your technology's.

Your employees are no different. Statistically, a company with a poor training schedule will see as many as 40% of their employees leave in the first year*; perhaps a symptom of stagnation and an increasingly alienating work environment? So it's important that, like your IT solutions, your workforce is learning, expanding, and adopting new techniques to stay ahead of the curve.

Here's our Top Five Tips, to identify your training gaps:


Pinpoint Your Exact Business Need

It's not quite as simple as 'making a profit', I'm afraid. Take your company's current situation and break it down into something more focused. If you're pouring your current efforts into a single, short-term goal, you can concentrate your investigation there. Which teams are struggling the most? What are they working on? Are they failing to meet deadlines? By breaking your situation down into teams and tasks, you can better identify those weaker links - and get them supporting the chain again.

The most valuable people at this point will be your workers themselves; their insight will prove invaluable when deciding the best methods for training. So ask them:


    1. What training have you undertaken in the past?
    2. What are the pain points in your departments productivity?
    3. Do you know what the cause could be?
    4. Could training benefit the employee/teams and the business to address these challenges?
    5. How will this training help?
    6. Where else could additional knowledge be applied to improve something?


In other words: The more options you provide (and provide well), the more customers you can bring to your business.


Log all Your Training From Now and into the Future

It’s just as important to know the lessons you've already provided as it is to identify new ones. Some, such as software training, might require ongoing refresh, or update sessions as your apps update and new features become available. Others, you may need to deploy training repeatedly as new and inexperienced members join the business. For specialists, you might employ 1-to-1 or team training to keep their training relevant and bespoke.
Whatever method, providing adequate training is more than a box-ticking exercise. As your staff and systems evolve, you'll want to engage with the training you've provided, knowing the who, when and why of each. This'll prevent you from teaching the same things repeatedly, or worse, giving the wrong training entirely.

In other words: without knowing what’s happened, it’s a lot harder to make things happen.

Know Your Objectives...

… and make sure your teams do too. Creating learning objectives is vital, and with a clear, decisive outcome you and your team will be better-equipped to measure your progress. It also helps your training partner to concentrate on the design of the course, keeping it relevant and targeted. 

For example:    
A: By the end of the session we want our employees to have a clear understanding of the value of ISO9001 and how it impacts them
B: We need to deploy our new customer management system and ensure its being used by the customer service and sales team to manage customer interactions
C: We need to increase the customer satisfaction ratings with our engineer visits by changing how they speak to customers and ensure they're more approachable

Learning objectives form the back bone of any training course, and should be relatable and relevant to the audience. They'll help make sessions more tangible and help you structure the training in a logical way.

Know Who Needs To Be Trained

When you know why the training needs to take place and what needs to be delivered, you can to start looking at who needs to trained - and how.
Here, it pays to be broad. Rather than flinging one hefty solution at a particular team, you instead want to consider how adaptive training can benefit them all. Let's say you're introducing a new system or procedure. How might it effect the following?

Senior Management:

Even if they won’t be using the system very often, they might want an overview of how it works and how it impacts their department's processes. In turn, this could make their KPIs both measurable and realistic.

Middle Management:

This team might be using the system every day, using almost every function to ensure the smooth day-to-day running of the department and system.  As this team might also provide first-line support for users across the department, you might want to pay particular attention to their demands and feedback to make sure the systems benefit all affected.

Data Entry Specialist:

They might be using the system every day, adding and editing customer data and tracking orders. This team might benefit from a deeper, high-level style of training, detailing how the system works with their processes and potentially limiting mistakes.

While everyone will need to learn this new system, not everyone will benefit from the same techniques or knowledge. A single training solution rarely suits every employee, and risks providing individuals with too little knowledge - or too much entirely.  

Know How Training Will Be Delivered

Now that you've a solid understanding of what needs to happen, the next step is to think about the best method of delivery.  Generally a blended learning approach would be best, using classroom, self-learning,  coaching, eLearning and supporting documentation to ensure all learning styles are catered for.  
Of course, this isn't always possible, so identifying a method that's as impactful as it is economical - both in time and money -  is key.  A training partner should review your requirements and provide a few proposals based on these requirements, as well as provide realistic time scales -  any course worth its salt takes time to develop and design. 

There it is, a quick blueprint to help you identify the training gaps in your teams. Armed with this knowledge, you should be driving efficiencies back into your business, delighting your teams as you invest in them, ensuring they're working with the most effective knowledge and reaping the productivity rewards to boot! 

*Source: https://www.go2hr.ca/training-development/employee-training-is-worth-the-investment


Download our Training Gaps Checklist.

We've got a quick Training Gaps Checklist for you to download to help you get started.
We look at why you should review, how to set our your objectives plus an initial, and secondary questionnaire template.

Download it now:


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