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Failing to follow up

Follow-up is equally important when training an learner/employee in a new skill or procedure.
Once you have shown the learner/employee how to do the task, then had him explain the steps in the task in his own words, then asked him to do the work to show you his comprehension of it, and left the learner/employee with some written instructions to remand him about each step, you have only taken the first steps in ensuring that his learner/employee performs the new skill correctly.
You haven’t finished with training unless you come back about an hour later to see if the learner/employee is doing the work as you instructed.
If he isn’t, then you point to those steps in the process he is doing correctly before noting the mistakes he is making.
Otherwise, you will destroy the individual’s self-confidence in his ability to learn how to do the task.
Then you and the learner/employee go through the training process once again: You do the task, ask the learner/employee to explain how the job is done, then watch the learner/employee as he does the task correctly.
Done? Not quite. You should visit later in the day – say, a few hours later – to check again to see if the work is being done correctly. At the end of the day, you might also stop by to see about the learner/employee’s progress with the work. If all looks well, you can tell the learner/employee so and recognize his/her accomplishment. If there are still problems, you should discuss calmly and quietly the nature of the problem.
Let’s assume that all is well. Done? Not yet. Stop by the following week to be sure that all the steps in the process are being followed as they should be.
If it is imperative that each step be done as instructed, then you want to make that point clear to the learner/employee and make sure that he hasn’t developed some shortcuts that erode the quality of the final work.
If there continues to be a problem, you want to discover why.

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