For adult learners to be successful, they have to want to learn. The organization's role isn't to force-feed training to employees but to support the work force in any training endeavors. Addressing the expectations and needs of adult learners is a crucial part of that support process. Adult learners require the following:

Value in the training. People have their regular jobs. Training is a lot of extra work. To get employees' buy-in, they have to see the potential for tangible rewards from that process. The question of "What's in it for me?" takes on paramount importance. Employees will evaluate the training from this personal perspective: Can I use this skill on my job? Will it help me with a future job? Will my boss recognize my efforts during the review process? Does the training make me more marketable?

Non-threatening environment. You don't want to post grades, hand out report cards, or threaten people with poor performance reviews if they flunk. You have to shatter any of the bad paradigms employees have had in the past about education. It's important that you provide a safe environment. Focus on the fact that you're giving employees extra tools and knowledge that will help them develop. Reassure them that you are not trying to measure their intelligence.

Privacy. Oftentimes, adults are hesitant to participate in training classes because they're afraid poor classroom performance will damage their careers. Keep test scores confidential between employees and instructors. Unless required for certification or legal purposes, don't make class performance part of the employee's permanent record.

Appreciation of personal circumstances. Avoid attaching stigmas to what people don't know. The goal is to motivate people to develop themselves rather than to focus attention on educational shortcomings. Not everyone has been given the same opportunities in life.

Employee Relations Bulletin

WORKPLACE EDUCATION RESOURCE
DIRECTORY RELEASED

Illinois Secretary of State George H. Ryan has released the second edition of the Workforce Education Resource Directory. The directory is designed to assist Illinois Businesses in locating the resources necessary to assist in employee education or training programs. The directory lists community colleges, community based organizations, statewide associations and various state and local governmental agencies which assist in providing literacy and/or skills upgrade training to employees of Illinois businesses. The directory contains a geographic index of workplace education providers to assist businesses in locating potential sources of assistance in proximity to a plant.

For a free copy of the Directory, contact Beth Paoli, Workplace Literacy Consultant, Secretary of State Literacy Office, at 217/785/6926.

DISPEL THESE LEARNING MYTHS

The training you offer employees will be more effective if you dispel these myths:

Myth one. It's possible to teach anyone to do anything. Reality: Even your best efforts may fail with those who just can't grasp what you're trying to teach them. When you're sure that's the case, cut your losses. Your organization will suffer if you keep someone who will always be below par.

Myth two. If you repeat the same information again and again in the same way, eventually trainees will get it. Reality: Only some adults learn best by "hearing" what you say. Others have to "see" it , and still others must "do" it. So you must adjust what you offer to fit their preferred learning style. Usually, it's best to mix classroom and on-the-job training.

Myth three. Everyone is comfortable working with technology because it's so commonplace. Reality: Many trainees still resist or even fear technology. So you need to decide if their other skills--customer service and selling, for example - are worth the extra cost of dealing with their resistance or fear.

Myth four. Once they're on the job, they won't need further training. Reality: Rapid changes and fierce competition in today's business environment demand on-going training. If you let your employees stand pat on training, your organization will soon fall behind.

Sales Manager's Bulletin