Whether it’s time to upskill, reskill, learn a policy, understand a process, address a risk or meet compliance goals, ‘time for training’ is hot property on most calendars.
Despite best intentions, safety leaders often encounter resistance from employees when it comes to training.
01
Traditional safety training is tolerated at best, and met with resentment
at worst.
02
More often than not, training doesn’t consider the specific needs of the various audiences. This ‘sheep-dip’ approach to training leads to disengagement due to a lack
of relevance.
03
Whenever there’s a safety problem,
the go-to is ‘we need more training’. This typically results in rolling out the same program that was ineffective last time, and hoping something will change this time.
Organisations are time poor and training is expensive, given we’re taking employees off the tools and away from work. So when we do find time for training, it needs to translate into long term behaviour change
Traditional training happens in one big block.
Capability can peak but typically drops off over time. Experiential, micro, and on-the-job learning helps embed behaviour and build capability over time.
Research shows within 24 hours, learners have forgotten an average of 70% of new information received from traditional training and that only 20% of trainees actually change the way they work as a result.
A human-centred design approach allows us to deliver a completely new type of training. We call this ‘experiential learning’. Through different adult learning modalities, including micro-learning and on-the-job learning, combined with well designed and engaging e-learning and face-to-face training, we can build capability in our teams to achieve the impact we want and need.
Everyday Massive takes a different approach to safety training. We use human-centred design to develop action-oriented learning experiences which put people first.
Learning experiences EM has developed have:
Contributed to a 41% improvement in LTIR.
Led to a 99% reduction in speeding incidents.
Had completion rates of 100%.
Recorded a 92% positive sentiment rate with learners.
Learning experiences EM develops are always:
Anchored to solid learning outcomes, to help meet organisational goals.
Designed around the learner, not existing content.
Relevant to the unique realities of your organisation, WHS risks, and people.
Designed for adults, and their wealth of life experience.
Action-oriented, so the learnings can be easily applied to day-to-day operations
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