Give me an example of an effective employee training method that you like to use.

Question

Ryan Brown · Accepted Answer

"When I worked with Company ABC, I delivered a full-day session on the topic of eliminating workplace bullying and harassment. At the beginning of my session, I began with a team-building exercise. I had this large group of 100 attendees form small groups of 10, where they completed a variety of game-based learning objectives. Once the team building was accomplished and the attendees were more comfortable, I asked people to start responding to various questions that addressed acceptable and unacceptable workplace behavior. I dove into the content with a multimedia approach and used eye-catching visuals, told stories, and presented interesting statistics. I also offered snacks, beverages, and frequent breaks to avoid fatigue or disinterest. I created a safe and interesting environment where each team member could learn, connect, and grow. The team was highly engaged by using positive and encouraging teaching methods, and the company noticed a marked improvement in workplace inclusivity in the weeks following the sessions."

Ryan Brown · Answer

Training sessions certainly do not need to be boring! Show the interviewer that you can think outside of the box and get creative in your training sessions. When you create an exciting learning environment, the attendees will connect with you as an instructor, and they are more likely to absorb the information you are delivering. Give an example of an employee training you provided that made an impact. Discuss the factors that caused your delivery to succeed, allowing the interviewer to picture your work in action.

William Rosser · Answer

When asked to provide an example of an effective employee training method, choose an approach that you're passionate about and have seen work well in your practice. Scenario-based learning is a great option to discuss, as it helps learners develop critical thinking and decision-making skills by working through realistic, job-relevant situations.

Share a specific example of how you've used scenario-based learning, such as creating branching scenarios for customer service training or designing leadership development simulations. Highlight the results you achieved, such as increased learner confidence or improved performance metrics.

Emphasize how you tailored the scenarios to your audience and context, and mention any innovative tools or technologies you used to enhance the learning experience. Reflect on why you find this method so powerful and how it aligns with your philosophy of adult learning.

William Rosser · Answer

"One approach that I'm a big believer in is scenario-based learning. I love this method because it goes beyond just conveying information to immersing learners in realistic situations that mirror the challenges they'll face on the job. It's a great way to develop critical thinking, problem-solving, and decision-making skills in a safe, supportive environment. I used this method quite extensively in a recent training program I designed for our sales team. We were rolling out a new product line and needed our reps to be able to articulate the value proposition, handle common objections, and navigate complex customer needs.

So, I created a series of interactive, branching scenarios that placed the learners in the role of a sales rep. They would receive a customer inquiry, and then have to choose how to respond at each step of the conversation. Depending on their choices, the scenario would unfold in different ways, and they'd see the impact on customer satisfaction and ultimately, the sale. I worked closely with our top sales performers and product experts to ensure that the scenarios were as realistic and relevant as possible. We included actual customer quotes, real product specs, and even some curve balls that our reps often face in the field, like a last-minute competitor offer or a change in the customer's budget. To make it even more engaging, I used an interactive video platform that allowed learners to make choices and see the consequences play out in real-time. They could also access additional resources, like product sheets or objection-handling tips, within the scenario interface.

The response from the learners was overwhelmingly positive. They reported feeling much more confident and prepared to have these customer conversations after going through the scenarios. And the results spoke for themselves - in the first quarter after the training, we saw a 20% increase in the conversion rate for the new product line and a 15% increase in average deal size."

Anonymous User · Answer

"I worked with the public bus transport system in the city on gender safety protocol. The training program I developed taught bus drivers what to look for and how to handle an assault situation. I put together a presentation that was very hands-on with role-playing. This assisted with illustrating real situations and had them practice how to interact, prevent, and (most importantly) when to not intervene due to safety issues but call the police immediately."

Anonymous User · Answer

"One of my favorite training methods is to use simulations and case studies. They are interactive and allow me the ability to train on multiple components at once. They also provide a good way to let agents apply their knowledge in a more life-like setting.
It usually requires more than just memorization to do well. I see the value of these methods when people can practice their skills more analytically than just answering a question or filling in a blank."

Anonymous User · Answer

"One of my favorite training methods is to use simulations and case studies. They are interactive and allow me the ability to train on multiple components at once. They also provide a good way to let learners apply critical thinking skills and demonstrate their knowledge in a more life-like setting. Having a debrief after each promotes peer learning in sharing so others can benefit and learn from their peer's experiences. Finally following that up with e-learning or an instructor providing learning objectives or highlights of the critical concepts is an example of how I have implemented the 70-20-10 strategy that according to 2022 trending is becoming what is now known as the 55-25-20 strategy."

Give me an example of an effective employee training method that you like to use.

How to Answer: Give me an example of an effective employee training method that you like to use.

Advice and answer examples written specifically for a Training and Development Manager job interview.

30. Give me an example of an effective employee training method that you like to use.

How to Answer

Focus Your Answer On

1st Answer Example

2nd Answer Example

Anonymous Interview Answers with Professional Feedback