We know that successful training is the key to higher employee retention, engagement, and motivation. According to one LinkedIn Workforce Learning Report, 93% of employees said they would stay at their company long-term if it invested in their careers. Despite careful resource allocation, many companies still find that their training is not (or only partially) effective in achieving their goals. This is usually due to some common training and development problems.



  • Identify Business Impact: Design and develop our training to meet your company’s overall goals. Keeping business goals in focus ensures training and development makes a measurable impact.
  • Analyze Skill Gaps: How are your employees’ behaviors helping meet the business goal? By finding out what the gaps are between employees’ current and ideal skills, we can better pinpoint what our specific learning objectives should be. Categorize these learning objectives into these three groups, and have activities in our training plan that target all three. Motivation | Skills Mastery | Critical Thinking
  • Layer Training Methods: The most effective training programs use layered, sustainable learning activities to create performance improvement over time. A layered approach makes sure our program targets the essential employee, customer, and business needs while training the right people at the right time in the right way. A layered approach is the best of all worlds because it blends learning experiences and training methods that maximize the benefits of our time.
  • Evaluate Effectiveness and Sustain Gains: Employees’ need for training and support don’t end when they get back to work. In fact, continued support is required to ensure that initial training sticks. Measurable learning objectives are the foundation for READ Academy to evaluate an initiative’s impact.