Effective training requires not only a program that addresses real needs, but also a condition of employee readiness. To be ready to learn, employees need basic learning skills, especially cognitive ability, which includes being able to use written and spoken language, solve math problems, and use logic to solve problems. Employees learn more from training programs when they are highly motivated to learn—that is, when they really want to learn the content of the training program.
Employees tend to feel this way if they believe they are able to learn, see potential benefits from the training program, are aware of their need to learn, and see a fit between the training and their career goals. Managers can influence a ready attitude in a variety of ways—for example, by providing feedback that encourages employees and communicating with employees about the organization’s career paths and future needs.
Readiness for training is greater in an organization where employees share knowledge, encourage one another to learn, and have a positive attitude about carrying the extra load when co-workers are attending classes. Employers foster such attitudes and behavior when they reward learning.
