1. Define the retraining job.
a. List goals of retraining.
b. Explain each new skill being introduced. Include the benefits.
c. Explain how you will advance old skills.
2. Prepare a retraining strategy.
a. Break down the retraining subject.
b. Determine which training technique would suit the retraining subject.
c. List items needed if the retraining includes hazards and safety practices.
d. Define the performance, dress code, and etiquette standards.
e. Determine the workspace or facilities needed for retraining.
f. Calculate the appropriate time period needed for effective retraining.
g. Determine how you will evaluate the results of retraining.
3. Determine costs for the retraining program.
a. Include costs for facilitators, equipment, learning material, supplies, etc.
b. If you don’t have training space at your office, include location costs.
c. Calculate the wages of all employees attending the training.
d. If you plan on providing lunch or snacks, add it to the budget.
4. Inform your employees.
a. Define why retraining is needed.
b. List the goals of the retraining.
c. Provide the date, time, and location.
d. Explain the performance, dress code, and etiquette standards.
e. Give the time period for retraining.
f. Explain how the retraining will benefit the employee and company.
5. Hire an Instructor.
a. Decide if you'll use an instructor from the company or outsource a professional facilitator.
b. Look at the experience and abilities of the instructor.
c. Test the knowledge and skills of the instructor.
6. Review training material.
a. Compare previous training material and look for improvements.
b. Prepare presentations and learning modules.
c. Include visuals and games.
d. Check the supplies needed for safety and hazardous training.
e. Prepare final tests to evaluate retraining success.
7. Evaluate retraining results and inform employees.
a. Review the training tests to evaluate outcomes.
b. Discuss the retraining goals and outcomes with employees.
c. Inform employees about future goals post retraining.
d. Discuss retraining with employees and ask for feedback.
How to Effectively Retrain Employees:
1. Define the retraining subject.
During the retraining process, you'll be responsible for managing your employee’s knowledge, skill, and ability to perform the new task or follow new policies while training. Therefore, it's important that you accurately define the goals and intention of the retraining.
2. Make sure it's directed at the right department.
If you're updating your payment processes with new machinery in a hospital, you wouldn't send your nursing staff on a retraining program. Target the right department or group of employees and ensure there is a real need for the retraining.
3. Make retraining engaging and fun.
Training does not have to be dull. Encourage a social environment that welcomes conversation and teamwork. Make sure there are sufficient breaks and room for socializing.
4. Discuss feedback and outcomes with employees.
Once retraining is completed, discuss the outcomes with your employees. Through an open conversation, you can identify room for improvement, collect feedback, and brainstorm suggestions for future retraining.
5. Introduce a system that recognizes achievements.
During the retraining process, employees may excel in certain areas. For example, employees may show great leadership and communication skills. Create a system that recognizes achievements and great work.
Benefits of Retraining:
Improved working environment, products, and services.
Improve career prospects.
Better team morale.
Increased job satisfaction.
How do you retrain employees?
- Take advantage of free industry offerings including webinars, blog posts, and professional organizations.
- Invest in an in-house mentoring program.
- Invite an expert to speak to employees.
- Review previous training and look for improvements.
- Aim for employee engagement.
Why is retraining important?
The training and retraining process ensures your business maintains a competitive edge. In addition, it improves skills, safety, productivity, and employee loyalty.
Who is eligible for retraining?
All employees are eligible for retraining, no matter the experience level. However, retraining is usually scheduled for long-term employees of a business.
What are the different types of retraining available?
- Distance learning.
- Part-time (while working).
- Industry training.
What factors should you consider before retraining?
Retraining can be very beneficial to your business. However, it can be a costly and time-consuming process. In addition, you will be disrupting the flow of your business. Ensure your employees are able to leave work and spend time focusing on retraining.
When is it appropriate to retrain employees?
- When performance reviews reveal a lack of skills.
- When a new policy or regulation is set in place.
- When new technology is introduced.
- When the business adopts a new business direction or strategy.
- When team morale is low.
What information should be in a retraining strategy?
Your training strategy should list the delivery method, facility, and time needed to complete the retraining process. Will you need an instructor? How many training sessions would the subject need? It's important that you have all the training details listed including costs, supplies, equipment, and space needed.