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Why Can't Everyone Understand?

What's the problem with training employees?

Is your employee training a cost center or profit center?

Why have employee training?

          Everyone "knows" that employee training is important, but most people feel that an employee doesn't learn his job in training -- he learns it by actually doing it. The training is just there to simply give him some information regarding the company or industry. This is wrong.

          Let's make that the first thing we clarify: employee training can and should teach the employee exactly how to do the job, thereby drastically reducing "on-the-job" training. If your employee training programs alone don't result in 100% proficient employees, you have an inefficient training system. With such a system, your company will suffer from high turnover, low production, slowed growth, poor moral, inter-office conflicts and a significant drain on executives who have employees shadowing them to learn their jobs.

         The link between employee training and business success has been extensively studied. According to a 2001 Time Magazine study, companies that spent approximately $273 per employee per year on training averaged a 7% voluntary turnover rate while companies that spent about $218 per employee per year averaged a 16% voluntary turnover rate.

          According to a study of 540 companies done in 1998 by ASTD, those that invested more in training realized a 37% higher gross profit per employee.

          How does training affect your turnover?  According to a study done by ASTD in 2003, 41% of employees at companies with poor training planned on leaving within a year versus 12% planned departures at companies with excellent training. In terms of capital expenditure, the American Management Association's study that found the average cost of losing, replacing and restoring equivalent productivity when a valued professional leaves is, on the average, one year's salary.

          Companies that don't have training programs or reduce employee training to cut costs experience a vicious circle of inefficiency, reduced profits and increased turnover costs. This cycle, if not fixed, eventually destroys any organization.

          Now, every business owner is looking for ways to help his business, and according to studies, employee training is one of the essential ways to do that. So why is so little invested in employee training? How much time, effort and money goes into your employee training programs? Chances are - not enough. Why is that?

          Because most employee training methods don't work or they don't work nearly as well as they should. Studies show the importance of employee training, but very few companies can get a powerful employee training program up and running.

          If you've ever thought that before, you're right.  The employee training industry is full of expensive "solutions" that don't work.

          Let me ask you this: If you could build a training program on a reasonable budget for any area in your company and know -- be absolutely certain -- that it would produce a significant ROI, you would do it, right?  If you knew that your $10,000 spent in building and implementing an employee training program would result in $50,000 in increased production within 3 months, would you hesitate to do it? Of course you wouldn't.

          The fact is, investing in employee training should be like any other investment: it should be ROI-driven and the rewards should be clear.

           Our customized training system is such a system: the metrics are clear and ROI is easy to calculate. We build profit centers, not cost centers.

          Let's now take a look at this system in depth.


          Most employee training programs consist solely of on-the-job training.

          If your employee training relies only on on-the-job training methods, I can guarantee you it's horribly inefficient. It's either sink or swim, or one-on-one training - both methods are extremely costly.

          You may not realize it because you've always done things that way, but you surely are aware of some of the common problems:
  • It takes a long time for the new employees to understand their jobs
  • It is very annoying to the existing staff who need to teach the new employees
  • You can't quantify the new employees' knowledge or skill level as you don't know what's being covered and what isn't
  • You can't quantify the transfer of skills and you can't get consistent results as there is no standard curriculum - it's whatever the employees teaching the jobs remember to say.
          On-the-job training, otherwise known as "shadowing" or "apprenticing" (learning under an expert) has its place in employee training, but it comes after the employee has been thoroughly taught the job.  It's the last thing he does to really groove in his new skills and knowledge and when it's done correctly it actually increases production and is very smooth.

          An employee training program with only on-the-job training will be a constant aggravation for everyone involved.

          Unfortunately, the solution isn't simple. A program that has materials for study, however, presents its own set of problems.
Call 323-691-5061 to find out more.


          One of the most fundamental failures of most employee training programs is that they
          don't clarify key, specialized words.

          When someone steps into a new job, he may have little or no understanding of the company's product line, or even the industry. This is especially true in rapidly expanding industries. Even people who are industry veterans often have fundamental misunderstandings about certain aspects of their industries.

          When you don't understand words, you won't fully understand sentences. When you don't fully understand sentences, you won't fully understand paragraphs.

          Paragraphs flow into pages and pages into texts or books.  A good analogy is shooting a riffle bullet at a target: if you are a couple of degrees off at launch, you'll be hundreds of feet off at the one-mile mark.  When people in training don't understand the words they read, they can wind up with some wildly inaccurate ideas.

          Not understanding the key words of the job causes varying degrees of confusion regarding the product or industry and actually causes the employee to withdraw from the job. Why is that? Well confusion and misunderstandings are uncomfortable. Have you every read a highly technical paper that was full of terms you didn't understand? Did you make it through it? How did you feel while reading it?

         This same effect occurs on the job. When the person is surrounded by little things that he doesn't understand, he will find it hard to focus on the job and be efficient. It's simply an observable fact. Surprisingly enough, we've increased people's ability to do their jobs just by clarifying all the key, specialized words they heard and used every day.  We've seen industry veterans shocked shocked by how many misconceptions and wrong assumptions they had due to never formally defining the key words.

          If you aren't clarifying the key words employees hear and use for every job you train them on, your training will fail.

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        Most employee training materials aren't based on how the experts actually do the job.

        Someone who hasn't mastered a job himself can never create good training on his own, period.

          They were missing information, the information they had was poorly presented and was confusing, there was no sensible order in which the materials was to be studied and more.

           The first thing anyone involved in training employees must realize is that the training alone should result in an employee who is 100% proficient at his job.  Employee training does not exist simply to "introduce" employees to the job or industry or to "make employees feel good" or anything other than to effectively teach the entire job to an employee, resulting in his ability to do it with 100% proficiency.

          A training program that accomplishes any less is a failure in our eyes. That may seem harsh, but it's simply the truth. When employee training doesn't accomplish 100% proficiency, the employees cause all sorts of organizational chaos through their misunderstandings and mistakes.

           When your employee training can't produce 100% proficient employee, hiring new employees becomes a chore of considerable magnitude. How are you supposed to rapidly expand a company that can't rapidly turn new hires into valuable producers?

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         Most employee training materials are created without a workable model to govern    
            exactly which information is needed and how it must be presented and taught.

           I'm going to be blunt. Every single employee training manual I've ever been given to work on has been technically awful. Some were very pretty and some looked very organized and authoritative. But technically, they were a complete mess. Just as a technically poor painting may look good to a layman, the master sees errors in every stroke.

          They were missing information, the information they had was poorly presented and was confusing, there was no sensible order in which the material was to be studied, the learning curve was outrageous and sometimes they didn't teach a single thing having to do with actually doing the job -- they were just full of random, product or industry related information.

             Gathering information and supplying just enough to do the job -- not too much or too little -- is a science unto itself and many employee training programs fail due to this being done incorrectly.

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             Rarely do employee training programs ever include drills that allow the employee to
             practice until he's perfect.

             One of the most important parts of our employee training program is the drilling. A drill is an exercise that teaches key information and actions through repetition. This is a pretty technical piece of building employee training programs. An entire book could be written on this topic alone -- there is a very specific and workable set of drills that can be used to teach anything -- with 100% comprehension. They are used not only in the educational fields but even by the military.

            You should know that you can't simply hand someone a manual full of details on how to perform a job and expect it to sink in. Each sequence of actions must be crafted into drills to allow the employee to practice it and get hands-on experience.

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            THE ANSWER

            Finally, an employee training model that can be applied to any job, that rapidly creates
            100% comprehension and 100% proficient employees who know their jobs cold that
            doesn't place any stress on existing employees.

          Imagine if your company had employee training programs that rapidly turned out competent, hard-working employees for every area of your company. Sales, marketing, customer service, tech support... everything. Imagine if you were able to loosen your hiring requirements because your employee training weeded out the incompetent? How would these things affect your company?

          Our Accelerated Results training system does all of that and more. Let's look at some of the unique tools we use to build our exceptional training programs.


          A checksheet is an ordered list of training steps for the employee to follow. It lists everything he is to read, every essay he is to write and every drill he is to do in the order they are to be done. 

          The checksheet allows for the material to be studied on the correct gradient. This means learning the basic things first and gradually moving into more complex things.


          Policies are the principles evolved and issued by top management for a specific activity to guide planing and actions. They are the law that add up to group agreement.

          Policies evolve from group experience and reflect the successful actions of the experts and organization.

          Every training program must be based on written policies on the theory of the job and how to do it. The policies are the final word -- they explain things exactly as they're meant to be understand and show exactly how the job is to be done. Written policies eliminate the highly unpredictable "he-said-she-said" method of teaching.

          Some people are very active mentally when they read; they're consciously thinking with the materiel and how to apply it.  Most aren't however.

          One way we address this is by having the person write essays that have him explain why things are done a certain way, or have him give examples, or have him explain certain things in his own words. The key is that it forces him to think with the data he read. 

          We also create practicals that simulate real-life circumstances and ask him to solve the hypothetical problem using the tools he has just read about.

          This is where our training system really stands out from the rest. Drilling is the only way to ensure an employee truly duplicates the functions and processes of his job. This applies to any job, no matter how simple it seems at first.

          Everyone knows the old adage "practice makes perfect." Drills let the employee practice the job exactly as it would be done and therefore build competence. You won't find another training method out there that utilizes drills like we do.


         By the end of one of our training programs, the employee fully understands the "how's and why's" of the job and had drilled them until he knows them cold. The last piece of the training puzzle is an on-the-job component. This is where final practicals and an implementation program come in.

         Final practicals and implementation programs have the employee apply what he has learned live on the job, under the watch of an expert. If the employee learned how to handle 20 different situations in training, he would be expected to handle all 20, live on the job, to satisfactory results. Once he has done that, you know he can handle the job on his own.

         This on-the-job aspect, also called an apprenticeship, goes very quickly once all the prior training and drilling has been completed. A smooth apprenticeship requires that the other work be done first, and this is why typical on-the-job fails when done as the one and only step.

          The final piece of the training puzzle is correctly delivering the training, and this is the Company Trainer's responsibility. The Company Trainer doesn't have to be an expert at the jobs taught by the training materials -- he must be an expert at getting people to understand their training materials.

          When your employee training is built properly, all the answers to how the job is done are found within the training program. The Company Trainer then specializes in ensuring the employee understands his training materials, not in teaching the specific jobs.

          Of course as the trainer graduates more and more people on the training, he becomes very familiar with the job himself. But that is simply a perk.

         There is a very specific way employee training must be delivered, and if this isn't done correctly, the best training in the world can be utterly ineffective.  Our Company Trainer Course was built by our best trainers who have personally graduated thousands of employees on our programs.

Call 323-691-5061 to find out more.


         You can have a powerful employee training program that will reduce stress, turnover
         and burnout, increase production and efficiency, build morale and create loyal,
         dedicated employees who care.

         So, where should you begin? If a specific area of your company doesn't come to mind right away, contact us for a free Business Analysis. Our proprietary analysis pinpoints exactly which area of your company is furthest from where it should be in order to sustain rapid growth and profitability. From there, we will perform a Training Analysis of the area to determine the approximate level of job proficiency.  We will then create an employee training strategy to address the area's needs and handle the issues once and for all.

         You can email us at or call us at 323-691-5061. If you mention that you are contacting us due to this website, we will take 10% off your first services.

         Thank you for contacting us and we hope to hear from you soon.


Karen Randall
Accelerated Results Training

Why Can't Everybody Understand?

They can!

We translate your brand of Geekspeak so even a 90 year old could understand.
And we train people how
to be Geekspeak variable on the job - able to detect the level of geekerstanding of the person they are talking to and adjust geeking accordingly.

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