March 14, 2023
Training is an essential part of any organization's success. But, not all training programs and initiatives are created equal. Some deliver exceptional value to your learners, while others are a waste of time and resources. This could be because what your learners expect from the training doesn’t match what you expect them to get out of it. In this article, we'll discuss how to set your learners’ training expectations and how to meet them.
Training expectations are critical for the success of any training program. Here's why:
Training expectations for participants help clarify the goals of the training program. When participants know what they're expected to learn, they can focus on those areas and make the most of their training. It also guarantees that everyone is on the same page, which reduces confusion and misunderstandings.
Clear training expectations lead to better learning outcomes. Having learning expectations examples makes your learners more likely to retain the information and apply it to their work. This leads to improved performance, increased productivity, and better job satisfaction.
Your learners will also be more motivated to participate in training programs when expectations are set. They know that they're investing their time and effort into something that will help them grow professionally, and that can be a powerful motivator.
Training expectations can help save time and money. When the goals of the training program are clear, they can focus on the areas that are most relevant to their job. This guarantees that they're not wasting time on topics that aren't relevant to them and that the organization isn't wasting money on training either.
Training expectations enhance communication between the trainer and the participants. When the goals of the training program are clear, participants can ask questions and deliver feedback. This leads to a more interactive training program and a better understanding of the training material being presented.
With all that in mind, you may be asking yourself what training expectations examples you can include in your programs. Here are some examples you can use to get started:
In this example of expectation in seminar, your learners are expected to improve their technical skills in a specific software program or tool. For example, your SMART training objective can be about learning how to use Microsoft Excel or how to navigate environments using virtual reality. This could also include learning new functions or shortcuts that can improve their productivity.
A great training expectation to include for sales and support teams or expectation in training call center is increasing product knowledge. Here, your trainees are expected to gain a deeper understanding of the company's products and services. This could include learning about the features and benefits of the products or how to communicate effectively with customers about the products.
Another training expectation to add is enhancing communication skills. With this, your learners are expected to improve their communication skills, both written and verbal. Understanding how to deliver persuasive presentations, writing concise emails, and communicating with team members more effectively are a few examples.
Most organizational problems stem from a lack of leadership skills. That’s why, for your new and existing managers, developing leadership skills is a good training expectation to add. Trainees are expected to develop leadership skills such as delegation, conflict resolution, and decision-making. This is especially important for managers or team leaders who handle larger teams.
Since customer service mostly happens virtually, another type of virtual training expectations to include is improving overall customer service. Learners are expected to enhance their customer service skills, such as how to handle customer complaints, how to deal with difficult customers, and how to provide excellent service that meets or exceeds customer expectations.
With this training expectations examples, learners are supposed to master sales tactics such as identifying client requirements, overcoming objections, and closing deals. This is very vital for salespeople or anybody who has to sell items or services, such as your customer service teams.
In this training expectations example, participants must be able to understand the importance of workplace diversity and inclusion. This might involve learning about diverse cultures, experiences, and viewpoints, as well as how to establish an inclusive workplace.
Proper time management can go a long way toward increasing overall employee productivity. That’s why you should include improving time management skills as a training expectation in your training programs. You can integrate this by teaching them how to prioritize tasks, how to set goals, and how to manage their workload more effectively.
By adding developing critical thinking skills as your training expectation, you can speed up problem resolutions and create better processes for your organization. They’ll better develop critical thinking skills, such as how to analyze data, make informed decisions, and solve problems more effectively.
Last but not the least, you should consider including health and safety improvement as a training expectation. You can expect your staff to improve their knowledge and understanding of health and safety practices in the workplace. Part of this means learning about hazards, how to prevent accidents, and how to respond to emergencies.
Now that you have some training expectations examples in mind, it’s time to think about how to set your learners’ training expectations. Here’s what you can do:
The first step in setting training expectations is to define the learning objectives. What do you want your learners to learn or be able to do after the training program? Be specific and measurable, and consider the needs of the learners and the goals of the organization.
Once you’ve defined the learning objectives, communicate them clearly. Make sure staff understand what’s expected of them and what they’ll gain from the training program. Use simple, jargon-free language and give examples where possible. Allow them to ask questions about the training so you can clear out any misunderstandings.
Tailor the training to meet the needs and wants of your learners. Consider their prior knowledge and experience, learning styles, and any special requirements they may have. Use a variety of teaching techniques, such as lectures, focus group discussions, and hands-on activities.
You can take advantage of EdApp’s vast variety of training features to customize your training however you want. Edit and add your own content to the courses in their course library. Integrate their fun lesson templates from the template library to increase training engagement. You can also include group training in your LMS through EdApp’s group training.
Deliver feedback to your learners throughout the training program. This can help motivate them and guarantee they’re on track to meet the training expectations. You can give feedback in a variety of ways, such as through quizzes, assessments, and one-on-one discussions.
Evaluate the training program to determine whether the learning objectives were met and to identify areas for improvement. This can be done through surveys, assessments, or other feedback mechanisms. Remember to use the feedback to make changes to the training program for future sessions.
Meeting training expectations can be challenging, but it's essential for the success of any training program. Here are some tips to help you meet your learners’ training expectations:
Make sure your team members have a clear understanding of the training expectations. Review the learning objectives and any other information given by the training program. Encourage them to ask questions if they’re unsure about anything.
Take responsibility for meeting the training expectations. Recognize that the success of the training program depends on your efforts and how you engage your learners. Be accountable for any mistakes that happen during the training and use it as a way to improve for next time.
Participate fully in the training program. Attend all their training sessions and actively engage in discussions and group work. Be there to support your learners during the training. This will help them gain a deeper understanding of the material and meet the learning objectives. This also allows you to see the training from your learners’ point of view and assess the training yourself.
Evaluate their progress throughout and after the training program. Check in regularly with the learning expectations and objectives to see how they're progressing. Seek feedback from the trainer, facilitator, or other participants to help you identify areas where you need to improve on organizing training.
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Stephanie is an eLearning content writer for EdApp, a microlearning solution designed for today's digital habits. She creates content about cutting-edge learning technologies and resources to help companies deliver great training experiences. When not absorbed in writing, she spends her time taking care of her dog and binge-watching.