Example: Computer course: A completely theory-driven seminar, in which Excel is explained, does not help, if the participants are not given the opportunity to find their own way of working and independently solve problems.
Employees who work independently are cheaper in the long term!
This is the only way employees learn to deal with the computer on their own and to adapt the program's workings to their own work - by adding new formulas and applications.
On the other hand, if the employees are only given a standardized explanation of how the program works, they will be crying for support for every little problem in the future. That should be more expensive in the long run than once a reasonable training.
Learning works best in the familiar environment
Equally important, Excel, to stay with the example, is always explained to employees in terms of their own work: some applications will need them all the time, others rarely - and forget about using them.
Because that is the second reason why learning is so important in the workplace: the workplace is a familiar environment for most people, and what they have done so far is usually best known , And that plays a decisive role in learning success: every experience, every sensory perception generates an activation pattern in the brain, a perceptual image.
The brain uses existing interconnection patterns
The brain is now trying to activate an already existing interconnection pattern of the nerve cells, a kind of memory image that somehow fits the new activation pattern. If both images match, the new perception is dismissed as known.
If no agreement can be established between the new impression and impressions already stored, nothing happens, the information is immediately forgotten.
People only learn things that fit their way of thinking!
Only when the new activation pattern matches well-known memories will we learn. Because then the old pattern is opened, extended and redesigned until the new activation pattern can be integrated into the now modified reminder image.
This means that people can not perceive everything and can not store it at all, but only what somehow fits their previous ideas and experiences. And that also means, in fact, that knowledge can not be passed on, but is re-created in every brain.
An Bekanntes anknüpfen
When Company If they want to motivate their employees to further training, they must ideally build on already known knowledge. On the other hand, employees must also be motivated - for example, by a promised concrete reward. And: It's good if one person shows the other how it's done!
Tying in with known knowledge works best when the employee learns "on the job" - or at least a model that comes as close as possible to reality. The motivation that employees need can be done in several ways:
How does it work with the reward
For instance, by the superior, who promises them a more interesting task, a promotion or a higher salary as a success of further education.
Or through a trainer explaining to a participant in individual coaching at work that using this computer program will greatly simplify workflows based on their particular level of expertise.
Abstrakte Belohnung bringt wenig Erfolge
If the reward is too abstract ("somehow that's going to be good for your career") or too far away (promotion will take a year), then the brain can not relate training to actual improvement. It does not therefore record that you have been rewarded for an effort - and there will be no positive effect for the future.
However, if the reward is directly linked to learning, then the employee is motivated to continue learning independently, such as by developing new applications for the computer program that make his work even easier. From now on, he learns in the do-it-yourself process for his career.
Further education must become more individual
In order to achieve this, however, some changes are necessary: above all, it should be clear that continuing education is much more focused on the individual, his individual knowledge and his personal talents.
Die beste Lernform ist sicherlich ein Training on the Job, sprich ein Einzeltraining direkt am Arbeitsplatz, wie es in der Berufsausbildung eigentlich seit Langem üblich ist. Ein erfahrener Kollege, Vorgesetzter oder Trainer vermittelt sein Wissen, indem er es erklärt und vormacht – und der Mitarbeiter macht es nach. Und er bekommt auch gleich ein konstruktives Feedback.
Further education - when one shows the other how it's done!
It is also possible that employees support each other for learning over a longer period of time. In this way, they are both learners and teachers - this creates a kind of constant best-practice exchange.
In any case, it is important that the supervisor clearly defines the goals of further education - and acts as a role model.
More knowledge - PDF download, eCourses or personal advice
Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save).
Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!
Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).