Weeks after a seminar or workshop, employees find it difficult to change their day-to-day work. So, managers need to put training reinforcement and coaching into place. The two methods are different, but both employ the same types of techniques. When they are both utilized together, the results increase dramatically and employee skill sets greatly improve.
Training reinforcement involves practice. Managers can use techniques such as group, one-on-one, peer-to-
peer and self-directed learning, which we previously discussed. During each session, sales reps should be asked to demonstrate something that they have learned. They can involve themselves in role-playing and “teach-the-teacher”, which asks the rep to show how to use a product or demonstrate how they would leave a voicemail. The most important part of training reinforcement is the continuation of learning. Employees need to be improving their skills, and this can only be done with reinforcement.
While the reinforcement level focuses on practice, coaching sessions pertain more to analysis, review and advice, and it typically takes place in a one-on-one setting. When managers meet one-on-one with their employees, they should be marking down where they see improvements and where they see a need for change. They can use the teach-the-teacher method to see how well employees comprehend what they are learning. They can also use the self-directed learning technique. Each week managers can ask their employees to write down three ways that they used seminar training throughout their workday; then, they will see that their sales rep is actually improving. Finally, an open discussion should evolve when having a one-on-one meeting. Both employee and manager should be able to freely talk about any strategies and techniques that can be used to enhance an employee’s performance.
Training reinforcement and coaching are two techniques that managers can use to help their sales reps enhance their performance.
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