When employees hear a training announcement, their eyes sometimes roll to the back of their heads. The word “training” conjures images of drawn-out lectures, poorly made PowerPoints and cheap reading materials. However, employers and HR departments around the world are realizing that this does not have to be the case, as there is so much more available for training today.
Humans are social animals who will always be in their element when they are learning in an environment that involves other people. Learning with others will always be preferable to taking notes behind a desk. Global companies have invested time and money into learning about the psychology of humans and building training programs around them.
Multinational insurance giant Allianz is at the forefront of this training revolution. Allianz has its own training center, where it runs programs called “Dialogue in Darkness” and “Dialogue in Silence.” Dialogue in Darkness takes place in a sensory-deprived room, where participants have to respond to instructions and complete tasks. Angleika Antz-Hieber, head of the training center, says the darkness “fosters authenticity, empathy and openness.” Dialogue of Silence takes place in a soundproof room, where participants must use mimes and gestures to communicate with others.
These extreme situations translate into a fast and efficient learning curve. They teach the employees about their own behavior and the understanding of others, which will correlate to better teamwork in an office environment. It may seem over the top in a corporate context, but when it comes down to it, time is money, and this form of training has proven to be quick and successful.
Taking it a step even further is the baby goods maker Combi. They, too, have created a unique environment that tests learners and helps them develop more quickly. Instead of a training center, however, they drop employees on a mountain range with nothing but a map! It’s called “Pilgrimage Training,” and it helps groups focus on a single task – in this case, finding their way out of a mountainside forest.
The Ritz-Carlton has used a different and more solitary approach. The company, which Forbes called the best company for training, entrusts its staffs with $2,000 without the knowledge of their managers. They have to use the money to give a guests an exceptional stay at the hotel. This activity displays a deep trust by the employer and allows employees to use their previous training and creativity to use their budget wisely.
Another tool at the forefront of training in the 21st century is a different beast entirely. Gamification has become the frontier of training, capitalizing on a new generation born into a computerized world. The idea behind the concept is to take elements of game design and logic and apply it to a work situation.
Gamification has the benefit of being competitive, and when competition is involved, progress is usually quicker. With gamification, not only will learners find the training more enjoyable, but they will also experience much higher information retention as well. The vital time to competency ratio has shown to be shorter in gamification. It is not the training of the future; it is here today. Gamification is a cost-effective solution, too. Usually, training involves time away from the office and travel expenses, but gamification is incredibly mobile and easy to bring to the learners.
One of the biggest companies to utilize gamification is McDonald’s, which introduced a new till system using a simulation game. Employees were asked to engage customers and use the till while under time restraints. Air Cargo Netherlands also used gamification when they needed to train employees on a specific utility. They created a game version of a new logistic system called Smartgate. They used the game to develop employees’ “chain thinking” and help them realize the consequences of their decisions in a risk-free environment.
The key to all training from an HR and business perspective is to ensure maximum efficiency and fast retention of skills. These new methods appear to be achieving those goals. It may have taken some time, but it seems that the cogs of professional training are turning, and the future is already upon us.
