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“There may be a link between employee positive attitudes and training effectiveness” (source).

Safety training. Sexual harassment training. Technology training. Team building. Skills training.

 

Do any of those topics give you a feeling of dread or make you want to just take a nap? That’s how many employees feel when they hear these words on the job. But why do they feel that way, and how can you prevent it in your workplace?

 

Traditional training methods can be part of the problem, but so can the team leaders and even the other employees in the organization. If veteran employees give newer employees the sense that your company’s training is a thing to be dreaded, guess what. They’ll dread it too, even before having any firsthand experience with it.

 

If the problem is as simple as employee attitudes and not the entire training program itself, maybe we can help to fix it.

 

Is it easier to influence a long-held opinion or a newly created one? Probably the latter. So when is the best time to influence employees’ attitudes toward training? How about during orientation?

 

Get employees on board from day one by presenting training in a way that doesn’t seem daunting, dull, or useless. If your employees already feel this way about training, it can be difficult to change their opinions—even with upgraded training resources.

 

The key is to get employees on board from day one, so use your employee orientation program to show new hires that training doesn’t have to be a chore.

 

You can do this by:

  • showing them some of the modern training materials that your company works with,

  • explaining the importance of each type of training within the organization,

  • and just being upfront and open.

 

True, it’s much more complicated than that, but those are just the basics. By showing new hires what they can expect and communicating the specific importance to them, they’re much more likely to trust your honesty and intentions. Being upfront about policies and procedures is an easy way to get employees “on board” with training and other requirements.

 

You should alter your employee orientation program to include information about the training your company provides and why that training is being used. It’s common for people to be more willing to follow processes and requirements when they understand the necessity and the consequences of noncompliance.

 

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