Training Effectiveness 106: Confirming Employee Buy-In After Management’s Input

In our previous discussions, we focused on collaborating with managers and team leads to identify the business outcomes that training should address. After gathering their input on how training can solve specific business challenges, the next critical step is to confirm with the employees that the selected training is indeed necessary and aligned with their needs. Here is why this step is crucial and how to navigate it:

1. Understanding Employee Perspectives

While managers often select training based on observed performance gaps or business needs, it is important to engage with the employees who will attend the training. Ask them directly how they feel the training will support their growth and if they believe it addresses areas they need to improve. This ensures participants are motivated and engaged.

2. Addressing the Lack of Conversations

Often, team leads or supervisors do not have detailed discussions with their employees before selecting a training program. They assume that a certain training will bridge the gap, without checking if the employee sees the same need. This can lead to disengagement before and during training if the participant doesn’t believe it is relevant to their role or career growth.

Example: Imagine a situation where a supervisor observes that an employee, while technically skilled, struggles to effectively engage with clients during meetings, leading to fewer successful client interactions. The supervisor requests negotiation skills training for the employee, believing this will help improve their performance. However, during a follow-up conversation, HR chats with the employee, who expresses that he doesn’t feel negotiation skills training is what he truly needs. Instead, he feels confident in negotiations but struggles to clearly present his ideas to clients. Through this discussion, HR was able to uncover that the employee would benefit more from presentation skills training, specifically on how to structure and deliver ideas effectively.

By addressing this specific need, the employee can improve client engagement, leading to stronger relationships and better outcomes for the business.

Pro Tip: After management identifies a training need, it is essential to have one-on-one conversations with participants to ensure they agree with the training’s relevance. This step improves buy-in and ensures the training addresses both business outcomes and personal development goals.

How do you currently confirm employee buy-in for training after management’s input? Do team leads engage with employees before selecting training? Let us discuss ways to improve this process in the comments or reach out if you would like support on how to handle this.