Best Practices for Maximizing Employee Training Programs

Time to read: 4 Minutes
Author: Kylie Connell/Austin Russell

As the demand for healthcare services continues to surge, employers are compelled to think strategically and proactively. Developing a comprehensive employee training program emerges as a beacon of hope in addressing the healthcare worker shortage. Not only does it offer a solution to upskill the existing workforce, but it also becomes a powerful magnet for attracting new talent.

6 tips for a successful training program

“Choosing to implement a training program to develop your team or “Grow your Own” talent is a fantastic move toward safeguarding yourself against this nationwide healthcare workforce shortage,” said Austin Russell, a CareerStep Healthcare Partner Advisor. “However, there is a secret sauce shared by the top 10% of our partners: they’ve got some top-tier strategies and insider tips up their sleeves that boost their completion rates while giving them optimal results.”

By initiating a strategic training initiative, employers not only bridge immediate skill gaps but also cultivate a workforce that is agile, well-equipped, and prepared to navigate the challenges of the future. Here are the top strategies and tactics our partners use to implement successful training initiatives within their organizations.

1. Candidate selection is the foundation of success

Initiate your training program with a robust candidate selection process.

• Thorough interviews are essential to assess the commitment and suitability of employees.
• Ensure that you identify dedicated candidates who will thrive in a self-paced, online training environment.
• Ask key questions about motivations, application of acquired skills, and adaptability to challenges.
  • Some of these employees may have ambitions beyond this initial program i.e. nursing school, physician assistant programs, medical school, etc. We have found that these individuals tend to be great completers of workforce training programs.

Read more: Identifying Candidates: Expert Advice from Grace Health’s Journey

2. Retention agreements cement commitment

• Solidify employees’ commitment post-training by implementing service term agreements. The duration, often set at 12, 18, or 24 months by our partners, varies based on the financial investment made in each employee.
• Clearly outline expectations, benefits, and consequences to align the interests of both parties.
• Create a mutual understanding, fostering a commitment that extends beyond the training period and benefits the organization in the long run.

3. Tiered pay scales to recognize progress

• Recognize and reward progress with tiered pay scales at different stages of the training journey. Oftentimes, employees leave a job they’re otherwise happy with for an extra $1 an hour somewhere else. Give them something to set their sights on/work towards with you so they don’t go looking outside of your organization.
• Acknowledge milestones throughout the journey such as initiation, completion, certification, and serving as a preceptor for future trainees.

4. Continuous support to nurture a culture of learning

• Build a culture of continuous learning by providing resources, mentorship, and a supportive environment.
• Facilitate relationships between experienced and trainee employees to encourage knowledge sharing.
• Promote ongoing learning to keep skills relevant and ensure a dynamic and adaptive workforce.

Read more: Nurturing Success: The BNHC-CareerStep Partnership and its Impact on the Future of Medical Assistants

5. Performance monitoring to enhance effectiveness

• Regularly assess employee performance during and after training to identify areas of improvement.
• Utilize feedback loops to enhance the effectiveness of training programs.
• Offer scheduled time for study to improve completion rates and ensure that employees can fully engage with the learning process.
• As a CareerStep partner, you’ll have a dedicated Partner Success Manager (PSM) assigned to cultivate a smooth partnership. Your PSM ensures transparent communication with training partners, facilitates easy access to reporting, and provides recommendations for adjustments.

6. Celebrate success through recognition and advancement

• Motivate employees, acknowledge their dedication, and celebrate milestones, creating a sense of achievement throughout the program. Some of our partners post “shoutouts” on an employee bulletin board or post them on their social media channels.
• Provide clear pathways for career advancement based on newly acquired skills.
• Foster networking and collaboration among employees undergoing similar training, creating a supportive community that enhances the overall learning experience.

Ready to strengthen your workforce?

“At CareerStep, we believe in leveling the playing field,” Austin mentioned. “We want everyone to have access to these ‘best practices’ so that all healthcare workers that undergo training have the greatest chance to learn essential skills, earn certifications, transform their lives, and ultimately provide better patient care.”

If you’re ready to take the first steps toward strengthening your workforce through a tailored training program, contact our expert partner advisor team. They will assist in identifying the most effective programs for you and will streamline the process of providing training benefits to your employees. Unlock the potential within your team, foster continuous growth, and be a leader in shaping the future of allied healthcare through strategic employee training programs.