There are dangers in designing or purchasing generic training not customized to the audience. Risks include reduced learner retention and engagement.
Some training managers and designers purchase training activities or design generic presentations to deliver them to multiple general audiences. However, when a display has not been customized to the audience, it can lead to poor learner engagement and poor retention of training content.
While it is tempting and sometimes cost-saving to purchase a generic training program, activity or tool kit, learners will not appreciate the general nature of the content as They will be unable to discern how the information connects to the tasks at hand.
Audience Engagement and Participation Suffers
When training fails to be relevant to the work being performed, it fails to engage the learner. A fundamental adult education principle ensures that training is designed so that the learning can be applied on the job. Drop out rates can increase dramatically if one learner is vocal about the misalignment with the content taught and the work performed.
To customize the training to engage the learner, start by finding relevant, industry or company-specific case studies and examples from actual work situations. In addition, if the learner is actively involved in solving the case study or discussing solutions, they are more likely to be engaged in the learning process. Simulation exercises where the learner is expected to duplicate what will be done on the job is another excellent way to show a direct correlation between the content and the work performed.
Poor Content Retention by Learners Leads to Poor Application of Learning
Learning outcomes will not be met if the material is not customized to the audience. Retention is a metric that indicates how much learning is retained after the training is completed. Retention and the job application of the teaching is the actual return on investment of training initiatives.
To improve content retention by learners, customize generic training presentations to quiz participants on how the learning can be applied on the job during and after the training. Another option is to consult with the participants’ supervisors, letting the supervisors review the generic training presentation to identify content areas that could be specialized to the company or industry.
For example, content retention with a generic training presentation on occupational health and safety could be improved if the participants are tested on their knowledge of safety regulations that apply to the specific company activities and processes involving commonly used chemicals.
Customize generic training by finding ways to make the learning relevant to participants to ensure learner engagement, participation and content retention.