A well-structured training plan for employees helps them build the right skills while keeping L&D workloads manageable. Follow these eight steps to create a program that drives real business impact.
How do you measure the effectiveness of your training program?
A. By tracking completion rates.
B. By analyzing productivity and performance data.
If you picked A, you’re not alone—many L&D professionals do. But there’s a more powerful way to measure impact. Keep reading to learn how.Â
If you picked B, great! Let’s explore how to take your insights even further.Â
An effective training program does more than tick compliance boxes. And it definitely requires more from learners than flipping through PowerPoint slides. Â
Effective training:Â Â Â
To achieve this, L&D needs to move beyond its traditional role and become a strategic partner at the core of the organization. Every company should at minimum cover compliance, onboarding, and role-based skills training.
This 8-step guide is built on insights from working with hundreds of our customers—from small businesses to global enterprises. (So you can be confident it will deliver results.) Â
Training programs should actively drive organizational goals. This means embedding L&D into the business to ensure your training meets immediate needs and long-term objectives.Â
Here’s how you can do this:Â
The best way to train your workforce is to enable employees to learn from each other. Let employees take charge of their own development. Â
By adopting this bottom-up approach, learning becomes a natural part of everyday work.Â
Here’s how you can make it happen:Â
In traditional corporate training, L&D teams create and deliver training content. Â
In the past years, many L&D teams in leading organizations have shifted that approach. L&D now enables SMEs to share their knowledge, while providing guidance and support.Â
Here’s how you can embrace this shift:Â
Step one is understanding the knowledge and skill gaps within your organization. Â
Make sure your program focuses on areas that will create the biggest impact by conducting a thorough training needs analysis.Â
Here’s how you can do it:Â
After identifying the gaps, the next step is to turn them into actionable goals for your training program.
A practical way to do this is by using the SMART framework, setting goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. This approach ensures your training objectives are concrete and directly tied to business outcomes.
Examples of training goals:Â
The best way to build a training plan that addresses your company’s unique needs is to involve your SMEs. They bring crucial expertise and can create content that is relevant and actionable. Â
This way, your training will resonate with learners much more and deliver real business impact in the long run.Â
Here’s how to find and engage the right contributors:Â
Â
Your training delivery methods should align with the diversity of your workforce and the complexity of your content. Â
If you’re exploring how to create a training program from scratch, consider a blended learning approach and combine different training techniques.Â
Consider combining these methods:Â
EGL can transform your training program. It taps into the expertise within your organization and builds a culture of knowledge sharing. Â
Here’s how you can encourage EGL:Â
Did you know?
Easygenerator’s drag-and-drop interface, ready-made templates, and helpful AI features make it a favorite among companies who implement EGL.
If you’re thinking about how to create a corporate training program, test your approach with a small group first. This pilot phase is crucial. It helps you identify strengths, address gaps, and ensure everything runs smoothly before the launch.Â
During the pilot, focus on:Â
Building a training program is just the first step—maintaining it is just as important. Especially when you have SMEs creating content. Â
Establish processes that ensure materials stay current, relevant, and effective.Â
Here’s how you can ensure training content is up to date:Â
Monitoring your training program’s success keeps it aligned with your goals and helps you improve it over time.Â
Here’s how you can track and measure impact:Â
Did you know?
With tools like Easygenerator, which include analytics features, you can also identify common areas where learners struggle. These insights can help you refine and tailor your training for even better results.
Learning how to create a training program that delivers tangible results doesn’t have to be overwhelming. Â
By following these eight steps and using an EGL apporach, you can:Â
This approach allows your L&D team to take on a more strategic role—focusing on business impact rather than content creation.Â
The SMART framework helps you set training goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. Applying it ensures your training objectives are concrete and aligned with business outcomes.
The best platforms are those that are easy to use, scalable, and support employee-generated learning. Tools like Easygenerator allow subject matter experts to quickly create and share content, while LMS platforms help manage and deliver training.
Every organization should include onboarding for new hires, compliance training for legal and safety standards, and skills training tailored to employees’ roles. Many also add leadership, customer service, and product knowledge programs to support growth.
Success can be measured through pre- and post-assessments, employee performance data, and business KPIs like productivity, retention, or customer satisfaction. Gathering feedback from learners also provides valuable insights.
Make training relevant to their daily work, keep it short and interactive, and recognize employees who engage. Providing flexibility with self-paced modules and peer-to-peer learning opportunities also boosts participation.
Regularly review content, involve SMEs in updating materials, and use feedback loops to identify outdated information. Scheduling refresh cycles ensures training stays aligned with business priorities.
Managers should help identify skill gaps, encourage participation, and reinforce learning on the job. Their support connects training directly to performance and development goals.