Training Model

Formal and Informal Training

Training happens on many different levels and consists of both formal and informal training.  Formal training is regimented and starts with setting goals.  Goals can be personalized or company goals but all goals should follow the SMART format of specific, measurable, action-oriented, realistic and time-measured.  From there, managers want to focus on driving the behaviors needed to reach those goals.  This includes training specific skills (present, practice, perform, evaluate, on page 2) to complete specific tasks.  Formal training can also include monthly one on ones to provide feedback on how well the employee is performing to goal.  A personal development plan is another option and can be used to help an underperforming employee be better or a high achieving employee to reach the next level of success.  The annual review is another form of formal feedback that offers a yearly measurement of the employee’s progress.

Informal training is valuable but is harder to measure.  With informal training, the manager checks in with the employee on a regular basis to see how projects and tasks are going.  This gives the employee time to ask questions about the projects and for the manager to provide ongoing feedback and suggestions on how to complete tasks.  Informal training can also happen when a manager observes an undesired behavior-based safety issue in the employee (like coming in late) and pulls the person aside for a casual conversation to correct the behavior.  Informal training requires a manager to be consistent, empathetic and a strong communicator.

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