Peer-to-Peer Training

15th Oct 2019 | Emily Fletcher

When a new employee begins their journey within your organisation, you want to ensure they settle in and learn the ropes quickly. It's always tough being the 'newbie' so having systems in place to get them off to a positive start is imperative.

The costs of developing a new team member to a fully productive member of the team can be substantial. Therefore, the goal of high employee retention should be paramount and proper systems need to be put in place to achieve this.

There are many different types of organisational training, and all have their place in today's diverse business world. There is e-learning, self-training, academic learning via qualifications as well as 'off the job' and 'on the job' training. All have the intention of upskilling staff and ensuring that they are performing to the best of their ability.

 

More often than not, it is 'on the job' training that awaits new employees. This is where a buddy is assigned; someone your 'newbie' can shadow. This peer-to-peer training is prevalent across many industries, and most of us have probably experienced it. It seems sensible that someone with experience transfers their skills and knowledge to new employees. Unfortunately, the results of such training are often mediocre due to:

  • Lack of structure negatively impacting the recruit's experience.
  • Trainer feeling unsupported in this new, unpaid role and therefore the training is lacklustre.
  • Each trainer provides new team members with a different experience. Expected learner outcomes may not be achieved.
  • Stress caused to the trainer as time spent training impacts their workload. Stress can also be caused by the additional, imposed responsibility.
  • Experienced employees not being good teachers/trainers and feeling uncomfortable in delivering such 'on the job' training.

The answer to these problems is to utilise a team management solution, which formalises the training process and results in a consistent training programme being delivered to all new team members. In essence, ensuring that all new employees receive an identical standard of training and support.

Peer-to-peer training should be provided by current team members who opt to become trainers and who are recognised and rewarded for doing so. It's essential the trainers feel valued and supported and that the extra responsibilities are recorded and reflected in their annual appraisals. Ensuring that trainers are fully competent and confident in implementing 'on the job' training is imperative, and this should be assessed by a senior team member beforehand. Training competencies can be broken down into individual tasks meaning that a team member only needs to train someone in an area in which they are fully confident. Sharing out the training, in this way, also spreads the responsibility across the organisation.

Benefits of a structured, peer-to-peer training programme include:

  • Consistent and high, quality training for ALL employees.
  • Company goals and strategic aims are met.
  • Learner outcomes can be measured.
  • All employees have access to the same opportunity.
  • Trainers feel appreciated and rewarded.

Training-Progress supports the peer-to-peer training mechanisms within your business, ensuring that training is consistent and according to your protocols. Training Progress also ensures that all team members feel confident, recognised and appreciated. Further information is available here.

 

 

 



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