• Behavior: Enlist the help of managers and supervisors to observe employees and monitor behavior. Make sure you’re observing for a few months after the training to see if the behavior is a permanent change and not fleeting.

• Make your company’s vision and mission clear. Make sure new hires are aware of the mission and plan to achieve it. Remind your current employees, and constantly check to make sure goals are aligned.

• Keep an open dialogue. If there are any changes to your goals, the vision or the future, make sure to let your employees know. This can build trust and open the lines of communication.

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It’s a lot easier to change the oil in your car every couple of months, rather than replace a seizing engine. This principle applies to minimizing human error as well, as the more emphasis you place on prevention, the lower the risk may be.

• Strengthen your connections. In addition to employees feeling connected to their co-workers, there needs to be that connection with management as well. Managers who take time to get to know their employees may find it much easier to communicate with them.

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• Results: This is probably the easiest to measure. Essentially, the results level is just making sure the training had the desired effect.

It all stems back to a small team of engineers and two separate software measuring data in different units: pounds and newtons. This measurement oversight resulted in muddled data that threw off the thrusters on the Orbiter, hurtling the multimillion-dollar piece of metal into space.

Throughout your training, don’t forget what we’ve already gone over. Keep that open line of communication, and set the right culture.

Setting the right culture goes hand in hand with communication. You need to be making sure that you’re creating the right environment for your employees so that if there’s ever a mistake or something that needs to be brought up, they feel comfortable talking about it.

The best part about implementing this method is that it doesn’t cost anything other than a little bit of time. It never hurts to have a second set of eyes on something. If it’s of higher importance, you may want to have a third set of eyes on it as well.

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You may sometimes wonder if your training is effective or if you’re just preaching to the choir. David Kirkpatrick developed a four-level evaluation system to determine if your training is effective. Here are a few points to consider for each level:

Great company culture can be infectious, and it can spread to all aspects of the business. By creating a culture that emphasizes open communication, you also promote creativity. By promoting creativity and ideas, you may find solutions to problems that were hidden previously.

It seems like a simple and honest mistake, yet it put NASA out a substantial amount of money. Human error is inevitable in all aspects of life and especially in business. While there’s no way to eliminate it, there are measures we can take to minimize it.

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• Plan events outside of work. One of the best ways to see how people operate at work is to see how they operate out of work. It can be extremely beneficial to see how individuals interact with one another in a casual setting.

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While most methods for minimizing human error focus on prevention through preparation, make sure that you’re implementing procedures for double-checking tasks.

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The most important thing to take from this article is that there is no way to completely eliminate human error in the workplace. We are all human, and we all make mistakes. By following these steps, you won’t eliminate human error entirely; however, you may significantly reduce those errors, putting you and your team on the path to maximum efficiency and productivity.

• Reaction: How did employees react to your training session? Did they enjoy it? What were the key takeaways? You can observe employees’ reactions during the training or request written feedback immediately following the training to determine this.

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Brian Kristofek, CEO and president of Upshot, has been credited with saying, “Being a great place to work is the difference between being a good company and a great company.”

• Learning: This is usually determined through an assessment following the training. You can also use a control group of employees who did not have the training to compare with those who have been trained.

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While there are many different ways to shift the focus to a preventative mindset, here are a few fundamental practices. The faster you implement these practices, the better the position you may find yourself in.

Training doesn’t have to be dull and dry. As long as you’re professional and treating your employees with respect, you have room to open up and be more personable. This will also allow them to open up and engage with the training and their peers.

Executives tend to fall victim to the business version of the “bystander effect.” We assume that everyone knows and uses communication frequently. This assumption can be detrimental to your business. Everybody has different ways of communicating, and it’s important to improve the internal communication within your business.

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Don’t gloss over employee training. When an untrained (or poorly trained) employee makes a mistake, that error is on you. Focus on delivering meaningful training, and keep your employees engaged.