✅ Want to improve employee performance, retention, and productivity? A well-structured employee training program is the key. Companies with strong training programs see a 218% higher income per employee (ATD).
In this guide, we’ll walk you through 6 key steps to create an effective training program that delivers ROI—and one your employees will actually enjoy.
📌 What is an Employee Training Program?
An employee training program is a structured process designed to enhance employees’ skills, knowledge, and productivity. These programs ensure employees stay competitive in their roles, adapt to industry changes, and contribute to business growth.
💡 Why Employee Training Matters
🔹 Higher Employee Retention: 76% of employees are more likely to stay with a company that offers structured training.
🔹 Increased Productivity: Upskilling staff leads to 59% higher business growth.
🔹 Better Adaptability: By 2027, skill sets for jobs will change by 50%—continuous training is essential.
📌 Quick Summary: 6 Steps to Build a Training Program
| Step | What to Do |
|---|---|
| 1. Assess Training Needs | Identify knowledge gaps & business goals |
| 2. Set Clear Training Objectives | Align goals with company strategy |
| 3. Choose Training Methods | Decide between online, in-person, or hybrid formats |
| 4. Develop Training Content | Create structured materials for high retention |
| 5. Implement & Track Progress | Deliver training, monitor engagement |
| 6. Evaluate & Improve | Measure effectiveness, refine for future training |
Now, let’s break down each step in detail.
Step 1: Assess Training Needs
Before creating a training program, you need to understand skill gaps in your workforce.
- Where does your business need to go?
- Where [figuratively] are your employees currently?
Start by assessing your current approach to see what’s working and should be kept, as well as looking for areas of opportunity.
Start by asking several levels in the hierarchy, from C-suite to customer-facing to operations, the following questions in an off-the-record interview:
- Where in our business is there low productivity?
- What are the essential skills you need, and your team needs for the next year?
- Are there any noticeable skill gaps in the people you work with directly, even if in other teams? Skills-based training is essential in an AI-driven world.
- Are these gaps seen only in new hires or in employees with long tenures, too?
How to Identify Training Needs:
- Process Failures → When processes fail, it’s a sign that employees don’t have the relevant knowledge
- Survey Employees → Ask what skills they need to improve.
- Manager Feedback → Identify team weaknesses and areas for development.
- Performance Data → Use KPIs like productivity, efficiency, and customer feedback.
- Competency Frameworks → Align with industry and company needs.
💡 Example Survey Questions:
- What skills would help you perform better in your role?
- What training format do you prefer (online, in-person, hybrid)?
- What challenges do you face in daily tasks that training could solve?
Step 2: Set Clear Training Objectives
Training without clear objectives = wasted resources. Define measurable goals that align with business needs.
Hint! Work WITH employees to set goals.
🎯 Examples of Training Goals:
- Improve sales team negotiation skills to increase deal closure rates by 15% in 6 months.
- Train new managers in leadership skills, improving team satisfaction scores by 20%.
- Ensure compliance training completion rate of 95%+ to avoid legal risks.
🔹 Use the SMART Framework:
✅ Specific – What exact skills will employees gain?
✅ Measurable – How will progress be tracked?
✅ Achievable – Is the goal realistic given the timeline?
✅ Relevant – Does it align with company priorities?
✅ Time-bound – When should training be completed?
Step 3: Choose the Right Training Method
Different roles require different training approaches. Select the best method based on employee needs and company resources.
Common Training Methods
| Training Type | Best For | Format Options |
|---|---|---|
| Onboarding | New hire training | Online, mentorship |
| Compliance | Legal & company policies | Workshops, e-learning |
| Technical Skills | Software, job-specific tasks | Hands-on, online |
| Soft Skills | Communication, leadership | Coaching, role-play |
| Leadership | Managers, executives | Seminars, mentoring |
| Product Training | Sales & customer support | Demos, documentation |
| Ongoing Training | Continuous skill development | Microlearning, LMS |
| Transitional Training | Role changes, promotions | Shadowing, workshops |
Remember, however, that no matter how effective the training is, learners, on average, will forget 50% of what they learned within an hour. So, ensure you have a strategy and the right tools to help learners access and retain the knowledge.
💡 Tip: Mix multiple learning formats (videos, quizzes, live sessions) for higher engagement.
Step 4: Develop Training Content
💡 Employees forget 50% of training within an hour unless reinforced! (Ebbinghaus Forgetting Curve).
How to Create Engaging Training Materials:
✅ Use Interactive Content – Videos, infographics, quizzes.
✅ Keep It Short – Microlearning (5-10 min sessions) boosts retention.
✅ Make It Actionable – Apply real-world scenarios and case studies.
📌 Training Content Checklist:
🔲 Clear learning objectives
🔲 Step-by-step instructions
🔲 Interactive elements (quizzes, group discussions)
🔲 Case studies & real-life examples
Step 5: Implement & Track Progress
Measuring your employee training programs helps ensure you maximize your program’s chance of success.
Once training is rolled out, monitor employee engagement and success.
📊 How to Measure Training Effectiveness:
✔️ Completion Rates – Are employees finishing courses?
✔️ Pre/Post Assessments – Compare knowledge before & after training.
✔️ Employee Feedback – Use surveys to gauge satisfaction & engagement.
✔️ Performance Improvements – Check KPI changes (e.g., sales increase, error reduction).
Step 6: Evaluate & Improve Training
Continuous learning means ongoing refinement.
🔎 Ways to Improve Training Over Time:
✅ Collect Feedback Regularly – Ask employees & managers for insights.
✅ Analyze Training ROI – Did it impact business performance?
✅ Update Content – Keep materials fresh & relevant.
📊 Example Metrics for Training Success:
- Employee productivity increase (%)
- Customer satisfaction score improvements
- Promotion rates of trained employees
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Download the whitepaper to discover how AI and automation can revolutionize onboarding and training, empowering you to develop a future-ready workforce today!
Best examples of employee training programs
1. McDonald’s Hamburger University
Burgers are good for more than our hunger! McDonald’s Hamburger University trains employees in restaurant management and operations. With campuses worldwide, it offers a blend of classroom instruction and hands-on experience. It’s a gold standard in comprehensive training and how to systemize training.
2. Google’s Googler-to-Googler Program
Google’s Googler-to-Googler (g2g) program is a peer-to-peer training initiative. Employees teach and learn from each other on a wide range of topics, fostering a culture of continuous learning, which is why it’s a win-win for everyone involved.
Bottom line?
While success may be in the eye of the beholder, the efficacy of training sessions should be assessed by the trainees more than those delivering the training. This requires us all to leave our egos aside!
Training also has tangible business benefits, which is why, by following our step-by-step guide on building your staff training program and watching out for those common mistakes, you’ll be reaping the benefits in no time!
Ready to start training your employees but need somewhere to house all your training documents? Then try Whale for free today — our tool lets you organize your training documents and smoothly train your team so that the trainees, as much as the trainers, are thrilled with the outcome.
FAQs about employee training programs
What’s the best way to measure the effectiveness of a training program?
It’s best to measure training effectiveness through a mix of assessments, feedback surveys, and performance metrics. Look at KPIs like productivity, error rates, and retention to see how well the training is working.
How do I choose the right training method?
Consider employee roles, learning preferences, and company resources:
| Training Method | Best For | Format |
|---|---|---|
| Onboarding Training | New hires | Online, mentorship |
| Compliance Training | Legal & safety regulations | Workshops, e-learning |
| Technical Skills | Job-specific tools & software | Hands-on, simulations |
| Soft Skills Training | Leadership, teamwork, communication | Coaching, role-play |
| Leadership Development | Future managers & executives | Seminars, mentoring |
What are the key components of a successful training program?
A strong training program includes:
- ✅ Needs Assessment – Identify skill gaps.
- ✅ Clear Objectives – Set measurable goals.
- ✅ Engaging Content – Use videos, quizzes, and case studies.
- ✅ Multiple Learning Methods – Combine in-person, online, and hands-on training.
- ✅ Ongoing Evaluation – Track effectiveness and adjust as needed.
What are the most common mistakes when creating a training program?
- 🚫 Not aligning with business goals – Training must match company priorities
- 🚫 Overloading content – Employees retain less than 10% of information if overwhelmed.
- 🚫 Ignoring employee feedback – Customize training based on learner preferences.
- 🚫 Lack of follow-up – Without reinforcement, 90% of learning is forgotten within a week
