The purpose of training is to change employee behavior in the workplace, and this can be difficult. However, as an employer, it’s important to realize that simply giving options to trainees or even running a one-time training session has not been proven to help with changing behavior.

When you are dealing with a goal that requires employee learning, first make sure you determine some specific goals that should be set, and then make sure those learning objectives are broken up into easily digestible chunks so there is consistency in the process!

Coaching and demonstrations often need to be used as well during the process for employees which will require time-consuming feedback for managers to give if it has not been planned out correctly from the very beginning of implementing programs like these.

Here are some ways you can go about doing this successfully:

L&D plays a vital role in changing employee behavior
A business is only as good as the people working for it and if it can't maintain the culture that was set forth at the beginning, things will backfire. Company culture is made up of the small everyday actions that make up a company's work environment, and it's very difficult to change without positively impacting those habits. There are many resources out there like eLearning modules or virtual classrooms and while they can be valuable tools they're often overused and poorly produced.

Learning and development teams are always working on new ways to help employees better themselves, as team members and as individuals. They can do this by engaging with high-level executives and strategists in an organization (particularly those whose work directly influences the work of others).

Learning and Development leaders can also work with employees firsthand to learn more about which skills they need or want to cultivate in their areas of expertise. It is important to remember that learning programs aren’t meant solely for developing new skills or abilities among the company’s workforce but also for identifying performance gaps related specifically when it comes down to closing communication gaps between key players within a company.

What are the key strategies that enable behavior change?
To start with the "why" is vital. If your employees understand why their behavior should change, they're more willing to learn and practice new procedures, practices & innovative ways to accomplish corporate goals.

Follow these five strategies to successfully change employee behavior

1). Communicate the behavior you want.
Organizations often struggle to get the reactions and results from their employees that they want. This is usually because managers have not emphasized enough what they expect behaviorally in their workplace. It's important that you speak with your team members at length about the behavior you'd like to see and hope for as an enterprise so that nobody is surprised by this information later on. If there are expectations of certain actions, it's better to have them plainly stated than leave everyone unsure of their duties. Take notes, speak your mind and keep things official in writing so as not to leave anyone else uncertain at a later date!

2). Set example
Each of us must take responsibility for our own actions and the quality of our performance. When leaders thrive, others are more likely to as well. As such, it is of utmost importance that you act in accordance with the core values we’ve discussed so far and be a positive role model for everyone on your team. We wouldn’t be where we are today without those who came before us and so we should not forget what was passed on to us even if things do change from time to time.

3). Set and acheive goals
When you set goals, make them concrete and specific, achievable within the desired time frame. Set up rewards for achieving them which will increase the chances of achieving your goals. You can also keep track of your progress towards your goals by motivating yourself to work on them by using goal-oriented behavior or by comparing yourself to someone else who is a better role model/competitor.

4). Feedback
When people are first starting to change their behavior, positive feedback is valuable because it helps them feel a greater sense of commitment toward the goal they want to achieve. These early stages of behavior change can be a fragile time, so it’s helpful to reinforce the commitment to change. Over time, however, people shift their own thinking away from their overall commitment to the goal to their sense of progress. At that point, they are motivated by negative feedback which reminds them of the distance between where they are now and where they would like to be. So one has to be really careful about feedback.

5). Create support groups
Gathering support for a process by creating communities around it is an efficient way of engaging people to change their behavior. There is strength in numbers, and communities help give people creative outlets which will allow them to expand on but also hopefully improve their other special skills. For eg, Sometimes giving presentations or speeches can be quite daunting and we've all wished that someone would have helped us prepare - so it's important to gather support from your community and make preparation a collaborative effort.