Author Archive for Isabelle Monticolombi

What are you doing wrong? 4 ways corporations are incorrectly training their employees

Corporations spend a lot of time and money to train their employees. Unfortunately many companies have little to show for this huge expenditure.

Eduardo Salas, a professor in organizational psychology at the University of Central Florida, has completed over two decades of corporate training research. In one of his studies, he concluded employees forget 90% of what they learned in training within the first year of employment.

If no one is remembering what they learned, then why are we wasting time and money on training?

The 4 ways corporations are training their employees wrong:

1. Employees become instant experts.

Many corporations believe if you send someone to a week-long training they become an expert. And they don’t need follow up training or feedback.

Salas states, “That is an erroneous assumption. It is much more complex than that. In this day and age, companies in general still have very simplistic views of training.”

How do you turn your team into experts?

It starts with simple follow up.

Follow up makes sure employees grasp new information. And you’re able to assess where your team’s knowledge falls short.

Create a system with short quizzes focused on product and service training. Send them out monthly to make sure employees have the latest information.

2. Evaluate your employee’s knowledge.

One of the biggest mistakes companies make is to evaluate employees immediately after they’ve been trained. Why’s that?

Success rates are highest when you quiz someone an hour after you taught them something. That’s why it’s better to quiz them a week later –  it might not look so good.

Salas says evaluating employee knowledge after training means you’re measuring reaction – not retention. That’s why companies get positive results.

Monthly assessment helps you identify training gaps and improve retention. Use what you’ve gained to improve your training materials. And don’t forget to measure the impact of your changes.

3. Technology is not the answer.

A lot of trainers are using technology to train their team.  It’s inexpensive and it helps facilitate company-wide training. Those are both bonuses.

But, it’s not working. Technology is hampering your staff.

Your staff can’t possibly learn everything from a computer screen. A computer can’t answer specific questions or explain new information quite like a face-to-face meeting. And it’s definitely not a replacement for on-the-job, get-your-hands-dirty training.

Use technology to support training.

Balance hands-on training with online quizzes, game simulations, and video. Bottom line? Use technology as a resource, not an end-all solution.

4. Not supporting employees after training.

Salas says companies can have the best training in the world, but if they don’t have good supervisory support, the training may not be effective.

Set clear expectations with your management team.

Have management communicate expectations to new hires. Let them know your training curriculum is a process. Plus, there’s always a team member to help out – a mentor of sorts. This makes new team members comfortable from day one. They’ll be more likely to retain more information and become part of the team quicker.

These mistakes are easy to fix. Assessing your team effectively helps your corporation be more productive. Not to mention, the increased return for the money you’ve been pouring into training your team.

Assess your team’s knowledge with QuizPoo – Make your first quiz!
Resources cited
Silverman, Rachel Emma. So Much Training So Little Too Show For It. The Wall Street Journal. 26 October 2012. Web. 16 July 2013  |


How To Succeed Without Ever Trying

Bob Slydell: You see, what we’re actually trying to do here is, we’re trying to get a feel for how people spend their day at work… so, if you would, would you walk us through a typical day, for you?

Peter Gibbons: Yeah.

Bob Slydell: Great.

Peter Gibbons: well, I generally come in at least fifteen minutes late, ah, I use the side door – that way Lumbergh can’t see me, heh heh – and, uh, after that I just sorta space out for about an hour.

Bob Porter: Da-uh? Space out?

Peter Gibbons: Yeah, I just stare at my desk; but it looks like I’m working. I do that for probably another hour after lunch, too. I’d say in a given week I probably only do about fifteen minutes of real, actual, work.

Does this iconic exchange from the movie Office Space sound familiar? Are you thinking, “this sounds like me,” or even worse, “this sounds like my staff!”

Many employers are disappointed with their employee’s lack of knowledge – regardless of experience.

The reason lies in corporate training.

Employers pile on large amounts of information for each employee. And then they don’t follow up with their staff about the new content. This may be a consequence of employers not spending enough money to effectively train their staff. And it’s hurting their bottom lines.

4 Reasons Corporate Training is Failing

1.Employers aren’t following up

Many new employees go through an introductory training course when they’re hired. This usually involves a 1 to 7 day downpour of information. Employees are then expected to remember everything – with no refresher.

Why this isn’t working:

Managers are not following up.

After a week long training, employees are confident they know company policies. But, a year later? They’re lucky if they recall half of the information.

The solution is to consistently check in with employees. Follow up with them during training as well as throughout their time with the company to ensure that they are trained to their fullest potential.

2. Every college graduate knows business etiquette

One of the biggest mistakes employers make is hiring college graduates and expecting them to have business knowledge. They may be educated, but real-world experience is near zero.

Why this isn’t working:

Employers believe colleges train students to work in the real world. In reality, they only further their education.

Because of this mindset, employers hire college graduates expecting them to succeed with no training. But, employers get confused when new hires don’t meet expectations. Employers need to realize college educates, they train.

3. Relying on technology

To save money and “better train” their employees, a lot of companies have turned to apps and game simulations to engage their teams.

Why this isn’t working:

While playing games has proven to be more affective in memory retention, companies are not following up. Great ways to follow up are periodic quizzes and simulations throughout the training session and beyond.

4. Fear of loyalty

Companies don’t want to waste money on corporate training because they don’t want other firms stealing their top talent.

After all, employers don’t want to spend money on training, only to lose employees to another company. That means having to reinvest in a new hire.

Why this isn’t working:

Because companies are cheap. They’re not investing in training. This ultimately hurts the company – and the employees. Why? Because poor training leads to poor performance.

How to fix corporate training

Make it useful. Making it something employees refer to throughout their tenure. And follow up with your team to make sure they’ve still got the knowledge to succeed.

See if your employees know company policies. Test their knowledge by creating a free quiz at