We all know how important training programs are. Education is critical for keeping up to date with new developments and expanding skill sets, plus it’s often a great boost to morale. However, there’s a crucial step in the learning process that’s often overlooked by both leaders and employees: the follow-up.
As a leader, plan to check in with members of your team after they have attended training sessions—and do it as promptly as possible.
There are several reasons to follow up. Doing so sends a message about how important training is at your bank. It demonstrates your investment in—and care for—your team. The follow-up, if it involves a discussion or presentation, also reinforces the content of the training program, helping participants retain and apply the knowledge and skills they’ve learned.
If this new knowledge is shared with the rest of the team, it creates a “ripple effect” allowing for that mindful investment to spread across the team or organization in a positive way. Don’t miss this opportunity to share knowledge companywide!
For follow-ups, some leaders have lunches with team members upon their return. Others send emails, asking “Can you send me a quick email explaining what you learned?” Others plan team meetings and invite learners to share their experience with others.
Whatever form the follow-up takes, be curious. Ask questions like “How was it? What did you learn? What was the most surprising thing you learned at the training program? What can we apply to the bank, and how? What do we need to change?”
Encourage application of these newly learned skills. Have a discussion on whether new or different supportive resources might be needed to apply the new learnings. Direct attention goes a long way, and it makes the learner feel good.
Having said that, be clear about your expectations in advance to save any confusion or conflict. Leaders or managers should give employees a heads-up that they plan to connect with them after the training program. This gives the employee notice and time to prepare, plus it indicates true interest from the manager. It might also give the participant extra motivation to pay close attention in the learning process!
For those employees who knock it out of the park and embrace the learning experience, recognition is always welcome. Try suggesting that the newly energized employee takes on a new project to demonstrate their understanding.
And finally, remember that the follow-up is not meant to be filled with pressure. Instead, it’s another tool in creating a culture in which learning is recognized and celebrated. Have fun with it!
