Training Survey 2018

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You said it

Respondents detailed the challenges they have encountered when it comes to training. Below are the most commonly cited challenges, as well as comments from some respondents.

 

Finding the time to train workers

“Getting the people freed up to attend the training!”

“We are a service provider. As stated, getting personnel in class without the phone ringing needing them on a job.”

“I think the greatest challenge to safety training is coordinating the time for 600 manufacturing employees.”

“Finding the time to schedule the training and keeping the time and training location convenient.”

“I am the only trainer with the exception of forklift training, we have two. Three rotating shifts so getting people to training is an issue.”

“Getting the large amount of info covered in a short amount of available time.”

“Time is the greatest challenge. Production always seems to be the priority and so it becomes a struggle. Have to stand your ground.”

 

Getting workers involved in training

“Keeping workers focused on the battle of complacency. It is a juggle between getting the information out there and not affecting production.”

“Workers hear the term OSHA and run scared. I am trying to convince them that OSHA is for the workers.”

“Getting the class to ask questions and speak up.”

“Getting them to complete the training when they first start their new jobs. They don’t understand that our guidelines/processes will keep them safe.”

“Dealing with the workers who do not care no matter what.”

“All of my employees are on a commission-style pay so they have a hard time seeing the benefits of taking the time out of working to do the trainings.”

“Reaching all the people that move around from job to job for short periods of time depending on the scheduling and climate conditions.”

“Keeping workers interested and not playing on their phone.”

“Engagement of workers when doing required refresher. For instance, asbestos awareness is required annually and some employees have taken the course annually for 10+ years.”

 

Lack of support from leadership

“Getting front-line supervisors to stress the importance of safe work practices.”

“Getting support from managers to ensure all staff members attend quarterly meetings.”

“Getting buy-in from management and department heads. They do not want to spend the money.”

“Getting upper management to get on board with the safety program I want to create. They want to do just enough to be compliant.”

“Getting upper management to see the importance of safety.”

“Management is the biggest problem. They cut corners. They cut budgets. They develop attitudes.”

 

Finding relevant materials – including Spanish-language resources and training that suits workers from all generations

“Giving them information they can actually use on a day-to-day basis.”

“We have some workers with a learning disability, and are beginning to see a wide range of generations in our workforce. Finding content and methods to effectively communicate across the board is becoming problematic.”

“Meeting the needs of generations is tough. Some like online and others barely know how to use a computer.”

“Meeting all learning types, i.e. visual, auditory, hands-on.”

“Finding video training that keeps employees interested for 45 minutes. Trying to address the learning needs of both baby boomers and the millennials.”

“Access to English/Spanish training tools.”

“Keeping the interest of a generation who is used to instant gratification.”

“To get everyone to understand. We do have some language barriers.”

“Ensuring curriculum covers topics to remain in compliance, but also covers specific to our operations.”

“Keeping it relative and important to the younger generation.”

“Time and training material in Spanish.”

 

Keeping materials fresh

“Providing up-to-date learning activities.”

“Coming up with new material for some old challenges.”

“Overall objective is to find prebuilt, but end user customizable material to ensure information can be tailored to utilize live work examples during training for relatability.”

“Keeping all the sessions interesting. Coming up with material that will be different from usual.”

“When an all-out effort is made to assure a safe working environment for mature long-term employees and really new people concurrently. The material used must be fresh and new, wholly accurate and tied into real time work situations that can be related to what happens in their daily lives at home as well.”

 

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