Topic: Developing Effective Training Programs
Cue Alice Cooper: School’s out for summer. Well, if you’re a kid. But the dirty little secret of adulthood is that learning is a year-round practice — especially when your business is implementing new technologies. So how do you roll out an effective training program, especially when your pupils might be less than enthusiastic about spending time in learning mode? Here are three tips to get you started.
Match training styles with job duties. Everyone learns differently — some of us are visual, some of us auditory — and chances are you’ll see those differences crystallized between your drivers and office workers. Since drivers work such an active job, you may find they learn best by doing — so-called kinesthetic learners. Engage them in demonstrations by having them experiment with an app, for example, while you explain it. Office workers, on the other hand, are probably used to working on multiple aspects of your business, which would categorize them as logical learners. These kinds of workers benefit from seeing how one tool fits into the larger whole of the organization.
Communicate through multiple channels. As much as you wish it were true, often it isn’t enough just to say things once. Training must be ongoing — and come in many forms — to be effective. Deliver overall goals for the organization from the top, and then reinforce them at the manager level through smaller group sessions and email reminders. Recruit high-performing employees to serve as peer ambassadors who help emphasize best practices in the field by leading by example. Approaching each employee from multiple avenues also will help you hit all those different learning styles, beyond the initial session.
Emphasize safety. Technology has made fleet management far more efficient. But some tools — text messages, smartphone apps — should only be used when drivers aren’t behind the wheel. On average, a crash costs employers $16,500, according the Occupational Health and Safety Administration — not to mention the fact that you just plain don’t want anyone getting hurt. Training must be engaging and address both the technical side of safe driving as well as attitudes toward safety. And it doesn’t hurt to offer incentives for following the rules, such as a few hours of comp time.
Engaging employees in training isn’t always easy. But just like a catchy ‘80s hair metal tune, the right approach will ensure those lessons stick in their heads.
If you like this, check out our other blog on how implementing technologies across generations can be done successfully!
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If you like this read, check out our blog on how implementing technologies across generations can be done successfully.