The Most Effective Employee Training Methods for Performance and Growth

Employee training is critical for developing skills, cultivating adaptability, and promoting individual and organizational growth.

Several types of employee training cater to different circumstances and objectives. Your choice of training methods directly impacts your people’s development and your organization’s effectiveness.

This article will explain the most effective employee training methods and examine their impact on performance, providing insights into selecting and applying the right training approach for your organization.

1. On-the-job training (OJT)

On-the-job training (OJT) is a hands-on way to teach employees the skills, knowledge, and competencies required for their roles. It immerses them in real-life work environments where they learn by doing and observing.

Benefits of on-the-job training

OJT pairs employees with experienced colleagues for guidance, support, and feedback.

OJT encourages employees to apply what they learn in real time, enhancing their knowledge retention and contextual understanding.

Other benefits of OJT include:

• Practical learning: Employees gain experience in a real-world setting with hands-on training directly relevant to their roles
• Cost-effective: As no external training facilities and materials are required, training costs are lower
• Faster integration: New hires quickly become productive as they learn in actual work environments

A potential drawback of OJT is that it sometimes lacks structure. OJT should include relevant support materials, e.g., notes, “cheat sheets,” and structured guidance to ensure comprehensive learning.

Job shadowing

Job shadowing is a popular form of OJT where one worker observes another in the workplace. It promotes insights about job roles, workflows, and company culture.

Employees appreciate the nuances of a role by watching and asking questions and applying problem-solving techniques and best practices. Job shadowing helps bridge the gap between theory and practice, leading to a more comprehensive learning experience.

Job shadowing also allows immediate feedback and clarification, helping new employees better understand their roles.

2. Mentorship and coaching programs

Mentorship pairs less experienced employees (mentees) with seasoned professionals (mentors) to provide guidance, knowledge, and support.

Benefits of mentorship

Mentors support mentees through:

• Skills development: Helping mentees acquire new skills and improve existing ones, enhancing their overall competence
• Career guidance: Giving valuable advice on career progression and helping mentees make informed decisions about their professional pathways and options
• Increased confidence: Providing regular feedback and support to boost mentees’ confidence and job satisfaction

Tips for selecting and training mentors

To identify and support effective mentors:

1. Choose experienced and willing individuals: Select mentors with relevant experience and a genuine interest in helping others grow
2. Provide training: Equip mentors with skills and training, e.g., feedback and active listening, to help them guide and support mentees effectively
3. Establish clear expectations: Set clear guidelines and objectives for the mentorship program to ensure mentors and mentees understand their roles and responsibilities

3. E-learning and online training platforms

E-learning platforms are digital tools and systems for online training and education.

E-learning provides flexible and accessible ways for employees to acquire new skills and pursue training and professional development. It’s usually self-paced and can be accessed from anywhere.

Advantages of e-learning

E-learning offers several benefits over traditional training:

• Flexibility and convenience: Employees can access training materials, webinars, online courses, and modules anytime and anywhere, learning at their own pace and schedule
• Cost-effectiveness: Physical training facilities and travel are not required, making it more affordable for organizations
• Scalability: Digital delivery is scalable with few physical or logistical constraints, allowing organizations to easily expand training programs for growing teams and evolving business needs
• Personalized learning experiences: E-learning supports customized, interactive learning programs through platforms like Deel, incorporating internal and external materials and AI facilitation for relevant and impactful training that supports employee performance management cycles
• Intuitive course design: Software-based platforms like Deel streamline learning content creation and management for intuitive learning experiences

4. Workshops and seminars

Workshops and seminars are interactive training sessions that gather learners in a collaborative environment, facilitating hands-on learning and practical skills development. They include lectures, discussions, and practical activities to engage learners and help them apply knowledge in real time.

Advantages of workshops and seminars

• Interactive learning: Active participation provides a forum for learners to ask questions, share experiences, and engage in meaningful discussions—this enhances understanding and knowledge retention, particularly for harder-to-teach skills such as soft skills
• Practical application: Case studies and real-world scenarios encourage learners to apply knowledge in a practical context, helping them bridge learning and implementation
• Networking opportunities: Learners from various departments and organizations collaborate to build professional connections and share experiences
• Expert guidance: Industry experts offer in-depth knowledge, insights, advice, and mentorship to benefit learners

5. Cross-training

Cross-training involves training employees across multiple roles within an organization. It promotes diverse skills and exposure beyond employees’ primary responsibilities. Cross-training can include instructor-led training, job rotations, and job shadowing.

Cross-training builds a more resilient and adaptable workforce. Organizations build versatile teams that navigate changing commercial environments and evolving business demands, promoting organizational agility and resilience.

Benefits of cross-training

• Increased flexibility: Employees are better equipped to tackle different roles when needed and are more flexible with managing workloads and covering absences
• Enhanced collaboration: Collaboration and teamwork are encouraged through understanding different roles and responsibilities
• Improved employee engagement: New challenges and learning opportunities break the monotony of routine tasks, increase job satisfaction, and encourage continuous learning and growth
• Risk mitigation: Organizations build redundancy and reduce dependence on specific employees for critical tasks—cross-trained employees take on different roles when required, minimizing disruption and maintaining productivity.

6. Blended learning approaches

Blended learning combines traditional instructor-led training with other learning formats to create a comprehensive training experience. It integrates training techniques like in-person training, e-learning modules, and interactive activities (e.g., quizzes) to accommodate different learning styles and enhance knowledge retention.

Advantages of blended learning approaches

• Flexibility and accessibility: Employees access training materials based on their preferences, e.g., structured in-person sessions vs. flexible online learning, balancing their training and work responsibilities
• Enhanced engagement: Diverse formats, such as videos, quizzes, microlearning modules, and bite-sized learning, keep learners engaged and motivated
• Personalized learning experiences: Different learning styles are accommodated with various training techniques, giving learners choices and more effective, personalized learning

7. Job rotation programs

Job rotation involves moving employees between different roles to broaden their skills, promote a better understanding of their organization, and offer exposure to various career paths.

Advantages of job rotation

• Enhanced skills development: Employees get access to diverse learning and upskilling opportunities that may be hard to attain without job rotation—this creates a more versatile and capable workforce
• Improved employee motivation: Employees discover new challenges and interests by experiencing different roles, enhancing job satisfaction and motivation, reducing burnout, and promoting engagement
• Stronger inter-departmental collaboration: Employees with diverse experiences are better equipped to understand and communicate with colleagues, fostering stronger collaboration and teamwork
• Identification of talent and fit: Management can identify employees’ strengths and weaknesses in different roles, supporting decisions about promotions, role assignments, and career development paths

8. Certificates and continuing education

Certificates and continuing education involve structured learning programs that provide formal recognition of skills and knowledge. Courses, workshops, and exams help employees stay current with industry advancements and meet specific learning objectives.

Advantages of certificates and continuing education

• Validation of skills and knowledge: Certificates provide formal recognition for mastering complex topics and essential skills for different roles
• Continuous learning: Employees stay updated with industry advancements, supporting their professional development
• Alignment with company objectives: Tailored learning objectives align with organizational goals
• Improved employee retention: Professional growth and development through continuing education promotes job satisfaction and loyalty—employees who feel supported in their learning and career advancement tend to stay with an organization

9. Gamification in training

Gamification in training employs game-like elements, mechanics, and principles in a training context. These include points, badges, and leaderboards to enhance learning and engagement in training programs.

Gamification transforms traditional training into interactive and more enjoyable experiences, catering to various learning styles, promoting critical thinking, and improving decision-making skills.

Tips for implementing gamification in training programs

• Define clear objectives: Game elements that align with learning objectives ensure training content is focused on desired outcomes
• Incorporate role-playing and simulations: Role-playing scenarios that generate realistic and immersive learning experiences and simulations encourage employees to practice skills and apply knowledge—this enhances critical thinking and decision-making skills
• Provide immediate feedback: Feedback in gaming is immediate, motivating learners, encouraging continuous improvement
• Balance competition and collaboration: While competition drives engagement, collaboration encourages teamwork, so game elements should include both

Examples of successful gamification in training

NTT and Deloitte are examples of companies that have successfully implemented gamification in training.

Lessons learned from NTT and Deloitte in gamification include:

• Measure and monitor: Use analytics to assess a game’s success, suitability, and adaptability for evolving business needs
• Know your gamers: Understand learner demographics and gaming patterns to match appropriate reward mechanisms
• Relevant design: Contextual, relevant gaming with strong behavioral mindsets works best. This is why NTT’s gamification leader is a behavioral psychologist, not a technologist

How to select the appropriate training method for your organization

There are several ways to train your people, and choosing the suitable training method is essential for addressing skills gaps, enhancing employee performance, and addressing your organization’s objectives.

Follow these best practices to select the most appropriate types of training methods for your organization.

1. Assess your organization’s needs

Analyze skills gaps in your organization to identify areas where your people need development. Consider employee roles, budgets, integrating learning with performance management, and your business objectives.

Next, conduct a training needs assessment to identify specific training needs. This involves analyzing current competencies and determining the best ways to address gaps.

Learn how to conduct a training needs assessment to target specific training needs and enhance your training framework.

2. Match training methods to your organizational needs

Choose training methods that address your business objectives and match your people’s employee training plans.

For example:

• Technical skills development: E-learning platforms like Coursera and Udemy offer courses tailored to technical skills, providing flexible learning opportunities that can be accessed globally
• Leadership development: Gamification methods, such as those used by NTT and Deloitte, suit leadership training. They engage employees through interactive role-playing scenarios, developing critical thinking and decision-making skills
• Customer service improvement: Instructor-led training and role-playing exercises suit customer service training. These use practical scenarios to develop communication and problem-solving techniques, preparing employees for real-world customer interactions

Considerations for global teams

Training remote employees across a distributed global workforce poses unique challenges, such as navigating time zones and ensuring consistent training quality.

Online tools and platforms can address these challenges through flexible, accessible training materials.

Online platforms also support different learning styles and accommodate real-time tracking and assessment. Tools like learning management systems (LMS), virtual classrooms, and e-learning modules deliver training globally, ensuring all employees receive a consistent and comprehensive learning experience.

Run global training programs with Deel Engage

Deel Engage is ideally suited for global teams. It supports training efforts by providing an intuitive platform for creating and managing training content for a distributed audience, accommodating different learning styles and needs.

This supports employees by providing the right training methods tailored to their specific roles and objectives, whatever their time zone.

Deel Engage takes training to the next level with:

• AI-powered learning to personalize training experiences, provide tailored content, and cater to individual needs and learning preferences
• Microlearning, delivering bite-sized, easily digestible content that employees consume at their own pace
• Social learning by pairing employees with coaches and buddies, promoting peer-to-peer interaction that fosters collaboration, knowledge sharing, and support
• An extensive learning library for employees to explore a wide range of courses and resources to learn new skills and stay updated on industry advancements
• Career frameworks that clearly outline the skills and competencies needed to advance to the next level, motivating employees to engage in continuous learning and career development
• Deel HR, our truly global HRIS solution, is always included for free

Request a demo to see how Deel can transform training at your organization