Building Trust in Training: Why It Matters and How to Achieve It
Interviews / Opinions

Building Trust in Training: Why It Matters and How to Achieve It

, Content Writer at Epignosis

In many jobs where steaks are high, like astronauts or surgeons, trust in training is vital. It can literally mean the difference between life and death.

However, fostering a deep level of trust in learning and development goes far beyond these critical roles. It matters for every job in every industry.

The risks may not always seem obvious or immediate. But the consequences of inadequate training are noteworthy for L&D teams and employees alike.

Having strong trust in training is important for everyone involved. And it can ultimately determine success or failure.

Let’s explore why trust in training is important in L&D across all job roles and industries.

Why trust matters in training

Trust in training is the foundation of effective learning and development strategies. It creates a positive space where employees feel motivated to learn, grow, and innovate.

Here’s how trust leads to more effective learning outcomes:

Deeper involvement in training

Employees who trust in their training in terms of quality and relevance are more likely to dive deeper into the learning material. Believing in the value of training leads to greater involvement.

Take a marketing team learning a new digital tool, for example. When they’re confident this tool will improve their work, they’ll engage more, participate more actively during trainings, and as a result, understand the material better.

This not only helps people remember what they’ve learned more easily but also makes the learning process more enjoyable and fulfilling.

Also, trust in the effectiveness of training correlates with higher course completion rates. Individuals who see the value of their training programs are more motivated to complete them.

The result?

Employees are dedicated. They grow personally and professionally, making a true impact on business outcomes.

More willingness to take risks

As employees build on their trust, they become more confident in their new skills. This makes them more likely to try new things. Experimenting fosters innovation and creativity. And ultimately leads to breakthroughs and new ideas.

Think about companies like Google. There, employees are encouraged to spend 20% of their time on various projects outside their regular responsibilities. This culture of trust and experimentation has proven to be a key factor in Google’s continuous innovation.

Plus, learning new skills helps people figure out what they like and don’t like. This shows them a variety of ways to grow in their roles or move to new ones. This flexibility helps in finding the perfect fit, both for the employee and the company culture.

Building trust in training: Why it matters and how to achieve It

Strategies to skyrocket trust during the training life cycle

Each stage of the training life cycle is critical to the development and delivery of successful training programs. And so, trust in learning and development is key to influencing its effectiveness

But how can L&D teams practically and effectively foster this trust? Let’s take a look.

Pre-training strategy: What to consider

Before you conduct any training, think about what you need to prepare.

Here’s how to kick-start your training and get it right from the get-go.

Conduct a needs analysis

It’s important for training to be relevant and targeted towards employees’ needs, as well as, the organization’s. It’s the essential first step for establishing trust.

How to build trust:

  • Gather accurate data on skills gaps and training needs with the help of both employees and managers.
  • Communicate how this data will be used to shape the training in the short and long term.

Design the training program

Employees must trust that the training content is accurate, up-to-date, and relevant to their roles. Also, it’s essential to choose the appropriate training methodology to achieve the desired outcomes.

How to build trust:

  • Involve SMEs in the content creation process and use credible sources.
  • Ensure the content aligns with current industry standards, trends, and practices.
  • Select training methods based on learning objectives and learner profiles. Offer a rationale for choosing these methodologies to build trust in the training design.

Develop the training materials

The credibility and quality of instructors and materials can directly affect the learner’s perception of the training.

How to build trust:

  • Select qualified instructors with subject expertise and teaching ability.
  • Ensure materials are professionally produced and accessible (especially for online training.)

Conducting the training: Things to keep in mind

The right training implementation that leads to success demands careful planning and execution.

What should you keep in mind for a smooth and impactful training session that fosters trust?

Implement training effectively

Smooth implementation of the training program allows learners to engage with the content almost effortlessly.

How to build trust:

  • Communicate a clear outline and schedule to ensure the training is well-planned and starts on time.
  • Invest in a user-friendly LMS that caters to your learners’ needs.
  • Set the proper expectations and provide support at every step.

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Present clear training objectives

Understanding the motivation behind the training and its intended outcomes fosters trust in corporate training and helps employees engage in their learning with more confidence.

How to build trust:

  • Clearly communicate the goals of the training and how it aligns with individuals’ growth and organizational objectives.
  • Set specific milestones to ensure employees are aware of what they need to achieve and when.
  • Encourage employee feedback and leverage it for continuous improvement.

Boost training effectiveness

Regular feedback loops allow for continuous improvement, ensuring training is relevant, effective, and goal-oriented.

How to build trust:

  • Seek and incorporate feedback from participants (and stakeholders) into future training programs.
  • Demonstrate how feedback leads to tangible improvements in training content, delivery, and outcomes.

Post-training strategies for building trust in training

The training life cycle doesn’t stop when the training is over. Post-training strategies are also essential in maintaining trust and commitment, and further boosting L&D initiatives.

Here are key methods to consider:

Demonstrate tangible results

Share success stories and data that show how training impacted individual performance and organizational goals. People are more likely to trust training when they see clear evidence of its effectiveness.

Plus, this visibility motivates participation and engagement in future training initiatives.

Offer post-training support

Access to post-training support and data helps employees consistently improve their skills and shows them that the company is committed to their ongoing development.

How to build trust:

  • Provide easy access to additional training materials, follow-up sessions, and performance data after the completion of training programs.
  • Assign specific instructors (or a dedicated team) to resolve any questions that may arise throughout the training life cycle.

Invest in mentorship opportunities

Mentorship (whether in-house or remote) provides a personalized learning experience, boosts skill application, and strengthens trust in training effectiveness.

How to build trust:

  • Pair learners with coaches or mentors who have successfully applied their training in real-world scenarios.
  • Host relevant workshops for small groups to make the training more interactive and effective.

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Involve leadership

Leadership endorsement validates the importance and credibility of training. Plus, it models a continuous learning and trust culture.

How to build trust:

  • Involve leaders and experienced peers to endorse, participate in, and share their success stories regarding training programs.
  • Boost transparency by encouraging employees to engage with the leadership in such contexts.

A safe space: Using simulations to boost trust in training

In the realm of L&D, there are various training techniques that prove to be effective in building trust in corporate training.

Enter simulations. A recent TalentLMS research revealed that simulations are the most engaging training format. But it’s the least used medium for training.

Using simulations in training isn’t just a great way to engage learners. It’s also an amazing action-based learning approach that helps build trust in training.

It stands out as the most effective training technique for building trust, as simulations create a risk-free environment. This safe space allows for failure and experimentation without the fear of real-world repercussions — crucial for fostering learning and innovation.

Simulations also offer the benefit of immediate feedback. This key element reinforces knowledge and skills, plus helps build confidence in the effectiveness of the training. Also, simulations that replicate real-life scenarios improve how well skills can be applied to actual job roles. This, in turn, enhances trust in the training’s relevance and applicability.

Train like you fly and fly like you train

This mantra of former NASA astronaut Mike Massimino captures the heart of impactful training. Meaning that trust doesn’t just prepare employees to ‘fly’. It gives them the wings to do so.

HR professionals and business leaders should build a trust-filled training environment that empowers employees to soar. Trust in corporate training programs and across the workplace culture is what helps unleash the full potential of teams, allowing them to navigate future challenges with confidence and agility.


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