Describe a training program you might design to help employees?

Question

Describe a training program you might design to help employees develop their interpersonal skills. How would that program differ from one you designed to improve employee ethical behavior?

Answer 1

The hardest part of a training program for employees is to enforce it. A good program to develop interpersonal skills is a program that focuses on good customer service. Greeting customers as they enter the location "Hi welcome to insert business name" develop a standard way of answering phone calls "Thank you for calling store name, how may I help you". Some other tips would be limiting distractions to employees that take away from the customer like cell phones, personal games, and care products have the employees leave them in their locker.



Finally discipline employees who violate the customer service standards. This is the only way to keep up the standard.

Answer 2

Like all training programs you will need leaders. Without leaders any program you put in place will fail.



Without belaboring the point. You need employees that can mentor people. So the first step is to identify those people who are true leaders. Then you send them to a leadership camp. Once they return, then you deploy their new skills in the workplace.



What I did was set up a mentoring program. I assigned employees a particular leader. This leader, once a month, sat down and discussed goals with the employee. The goals always include, the best interest of the company, the best interest of the employee and the best interest of the community. You can have multiple employees per one leader by the way.



Once a month I have employee training. Nothing fancy mind you. Just a meeting with all the employees and we discuss things we did right for the month and things we didn't do quite right for the month. We open the forum up for questions and or improvements. I like to involve my leaders. From time to time, I ask that they give a 5-10 minute lecture on a particular store policy. That way we are all on the same page.



Bottom line, you have to make your employees feel like they are part of the company and not just some robot punching a clock. They have to feel personally invested in the company. That's more geared towards the success of the company and not the failures of the company. All owners know they are responsible for the companies failures. So make the employees feel like they are responsible for its success.

Answer 3

I would do a series of games on a paid retreat. Everyone would have to play, not just management.



Game 1: Split into teams to build various buildings with certain specifications using wooden blocks. A counselor or trained professional would observe who is doing what communication-wise during that game and devise other learning opportunities.



Game 2: A hide and seek game with a twist. One set of teams is given paint mixing sticks. The other set of teams has balloons. They have to hide and avoid getting their balloons busted by the stick wielders. Anyone whose balloon is burst must take a stick and join the stick wielders. Anyone who goes to home base before time is called must give their balloon to another person who has a balloon. Time is called at least four times. They can't stay on or very close to home base. The team with the most balloons left at the end has to explain how they communicated with each other to get it done. Also evryone discusses how improved communications would have helped them win.



If it has to be incorporated into the work training, then i seriously would be in trouble coz i would not want it to be done in the process of serving customers. I would want it to be done a certain day, certain time, mandatory. It's a game too. :D



Game 1: Simplest one you've ever done as a child. The leader tells a secret to one person. That person passes it on, then the next, then the next, then the next. You get to see how it changes by the last person and discuss that.



Game 2: Split into teams and pick different things to say to each other (from a box or hat) and instead of responding, tell what you think that person means. Talk about how important interpretation, point of view, delivery, etc. can be in communication.



Game 3: Make everything they learned STICK and enforce the rules and policies. Make it clear the games were for YOU to see what they are like and for THEM to see what they are like and now they have to follow the policies and apply what they've learned.



I'd have some taglines that people use when they're getting things done during the workday when they work as a team, especially. Everyday each department discusses for a few moments what they are going to accomplish and then they wish each other the best, basically and then help each other do it!

Answer 4

Hi. Without knowing the context in which the training is required, you may be best comparing several off-the-shelf courses from different training providers. This will give you a good base to design a course to meet your specific requirements.

Answer 5

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Answer 6

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