Low employee engagement costs the global economy $8.8 trillion (USD) and accounts for 9% of global GDP, according to a recent Gallup report. Staggering numbers leave many organizations wondering how to overcome low engagement. Why are organizations so concerned? Because low engagement leads to employee turnover. Learning and development, aka training, is a key driver in employee engagement.
Simulation training is one example of an effective method for engaging and retaining employees by providing them with immersive and practical learning experiences while in the safety of a virtual environment. The technology allows employees to participate in scenarios that replicate real-life situations, enabling them to develop skills, make decisions and receive feedback in a controlled environment. Here’s a step-by-step guide on how to use simulation training to engage employees:
- Identify training objectives. Determine the learning outcomes your organization wants to achieve. Whether it’s enhancing problem-solving abilities, learning processes, or developing skills like heavy equipment operation, clearly define the training goals.
- Select appropriate simulation tools. Choose the right simulation tools based on the identified training objectives. This could range from learning applications on a simulator to virtual reality (VR) experiences. Consider the technology available, budget constraints, and the nature of the skills needing to be developed.
- Choose realistic scenarios. What challenges do employees face in their roles? Simulations should present a range of possible outcomes and consequences to encourage critical thinking and decision-making. A good simulation will feature a method to track learner outcomes. The learner and instructor can see where strengths and weaknesses lie and track progress.
- Provide pre-training materials. To prepare employees for the simulation, provide them with relevant pre-training materials. This might include how-to information, case studies or a curriculum. Employees can gain a foundational understanding of the subject matter and any specific skills required
- Facilitate the simulation experience. Conduct the simulation training in a controlled environment.
- Provide clear instructions, rules and guidelines to ensure employees understand the objectives and expectations.
- Give employees ample time with the simulation tool. Allow practice time to master the skill, application or process.
- Give feedback on the session and track employees’ results. Highlight their strengths, areas for improvement and lessons learned. Encourage discussions and reflections on the experience, allowing employees to share their thoughts and insights.
- Offer opportunities for practice. Reinforce simulation training by providing ongoing opportunities for employees to practice the skills they acquire in their daily work. Encourage them to apply the knowledge gained from the simulation and provide ongoing support and guidance as needed.
- Promote a learning culture. Emphasize the value of simulation training as part of a broader learning and development culture within the organization. Encourage employees to seek out additional training opportunities, share their experiences and contribute to improving the training program.
Simulation training eliminates the risks associated with training on the actual equipment, such as medical equipment or heavy equipment. Employees can make mistakes, learn from them and experiment without the fear of causing damage or injuries to themselves or others. This safety factor allows employees to focus on skill development–improving their confidence and engagement. By utilizing simulation training effectively, organizations can engage employees in a dynamic and interactive learning process, fostering skill development and driving performance improvement.
Note: For information or a demo of Cat® heavy equipment simulators and companion SimScholars™ curriculum, contact us today.
