When every root cause analysis we complete points out lack of training as the cause of the non-conformance situation, we have a problem. I am not talking only about traditional supervisors and managers blaming on the people instead of focusing on the process. I refer to the case on which a thorough root cause analysis with multi-department participation and honest deep discussion identify training as the main problem, but no just lack of training but the effectiveness of the training.
Why training is not effective? Perhaps we are using the wrong method. People can learn in different ways, each person has a preferred style of learning: auditory, visual or tactile. If we design our training in such a way that we only provide methods that cover one style, we left out part of all our employees. Not effective training led to frustration which is a cause of high turnover rate.
Depending on the size of our company we can go different routes: we can either prepare a training that accommodates to different styles or we can get to know our employees better by doing some kind of test to determine their preferred way of learning. This information can help to design the training knowing on what learning type we should focus more or if possible divide the audience by learning type If it is possible to have different versions of the same training, an individual can choose their training method based on their style.
Effective training help to reduce the stress of our employees and increase their level of confidence in their skills which help to empower and motivate them. Effective training will also impact directly employee retention and turnover. Show respect to your people by providing them the right tools to do their job, practice being humble by accepting that maybe they know more than you what would be the best way to do their job.