Well-trained employees have the skills and knowledge they need to successfully produce high-quality work. But the benefits of effective training go well beyond a business's bottom line — employees perceive training opportunities as a key to job satisfaction. Implementing ongoing training is pivotal in creating and maintaining a pleasant work environment. Employees view training opportunities, at times, above other standard company perks such as a raise or company car.

Here are some quick tips that will help you implement proper employee training techniques and equip your employees to better perform their jobs.

Start by identifying what you need the training to achieve. Defining training goals may mean asking what your employees need to learn how to do, such as a new software application or being educated on the industry. Goals should be specific and measurable.

Now break each defined goal down into a series of steps that employees will take to master the new skill or behavior. Identify which specific training activities and resources will be needed, such as workspace, equipment and supplies. Determine how long each step should take and create a schedule that doesn't overwhelm employees with too much information at once. Build time for setbacks into the schedule, and allow enough time for employees to fully digest each new bit of information before tackling the next lesson.

Involving employees in the training planning process allows them to provide valuable input and feel a sense of ownership. When employees are invested in a training program, they're more likely to feel enthusiastic about their involvement, rather than seeing it as simply another task to complete. In addition, employees may provide on-the-ground insight into their own needs, helping ensure that the training is relevant and complete.

When deciding which training format will be effective for your employees, consider factors such as:

• Computer-based vs. instructor-based learning
• Self-guided vs. externally paced
• Cultural factors and age of participants
• Learning style: reading vs. listening vs. doing

While there's no simple way to tailor instruction to each individual's unique learning style, training that incorporates a blend of known adult learning principles may be effective. Generally, adult learners tend to be self-driven and goal-oriented; seek training that's relevant, practical and task-oriented; and appreciate training that respects their already-existing knowledge.

Gather feedback from participants at all stages of the training process. While the training is in progress, ask participants if the material and instruction style are meeting their needs, so you can make changes if necessary before it's too late. After the training is complete, ask participants to review the process. Were any pieces missing? What worked well, and what could be improved? To gain that feedback you can use a survey or questionnaire; however, one-on-one meetings may offer more detailed, unbiased feedback. Use that feedback to improve future training and fill in any gaps.