Training Trends Across Generations

When it comes to providing training, companies are paying more and more attention to the trends set by its employees. From catering to an employee’s age to taking the latest technology into consideration, all of these play a key factor in tailoring the professional development of each employee.

generations_largeMillennials, born between 1982 to 2004 were the first generation to grow up during the internet age. The use of technology with every generation and the rapid advances in technology both drive the utilization of it to enhance one’s learning experience. Thus, companies are embracing the training needs of its employees and increasing the use of technology to enhance employee development programs.

Generational age gaps have become the influencers of change within an employee’s learning experience. According to an article published by Society for Human Resource Management entitled “Are Training Trends Driven by Youth or Technology?, changes in career and life goals are other generational differences that play a part in driving new trends in training and development programs. Maintaining an appropriate balance between life at work and home is a trend among both Baby Boomers and Millennials.


Mobilizing and providing a more accessible format for your company’s training can be challenging. Transitioning your training to cater to the multiple generations within your workplace can also be a difficult process.

Mastery offers several courses to assist in making your workplace an enjoyable one for all generations.

Mastery’s “Awesome: A New Generation at Work, Engaging Generation Y” helps employees understand and gain clarity concerning today’s Millennial, their need for change, diversity and individualism within the workplace.

Additional courses such as,  Mastery’s Dialogue: Now You’re Talking! Dialogue Among Generations helps employees explore each generation and provides six principles that help create and engage employees in constructive dialogue to build relationships, unity and improve productivity within the workplace.

For a complete list of courses provided by Mastery, visit

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5 optimum employee onboarding ideas

Training employees correctly the first time will save both time, resources and headaches in the future.

Training employees correctly the first time will save both time, resources and headaches in the future.

The employee onboarding process is vital to future compliance training and worker productivity. Onboarding can include business knowledge, technology orientations and appropriate networking within already established policies.

Add one or all of these onboarding tips to your employee training in order to reduce time between learning processes and actually carrying them out. Maximize onboarding impact with these five tips.

1. Build supportive networks.

  • During orientation and the following days, be sure new hires are welcomed by employees. Creating collaboration tools and programs for new and old employees to work on together can bypass possible awkward social settings and test future work partnerships.

2. Cover all necessary information without being overwhelming.

  • Don’t give your new employees all of the material at once. This can create a daunting experience for new hires and make the work seem unmanageable. According to Tech Cocktail, the first 90 days of employment are the most critical for future proactive and productive work environments. Start with the basics, fill out necessary paperwork and encourage questions.

3. Define clear goals.

  • When posting an open position, both internally and externally, be sure to be extremely clear about what qualifications candidates need. This can jumpstart the onboarding process when someone is hired because you are already aware of what skills they have.

4. Infuse technology.

  • Send a welcoming email, creating a new hire portal or engaging recent hires in company social networking can create an open environment, as stated by Workforce. Even a simple hello can make all the difference.

5. Maintain open channels of communication.

  • Encourage feedback from workers that already completed employee training programs. Find out what worked for them, what didn’t and how you can make necessary adjustments. Throughout the new hire process, let members know they can and should ask questions or contribute input for both themselves and the company as a whole.
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New and Updated Courses Available This March

This month Mastery published several new Video On Demand e-learning courses. A batch of courses was also released with updates to meet the GHS HazCom Standard.

Mastery’s VOD platform provides a standardized learning platform for video-based e-learning. Courses include rich video content, learning assessments, job aids, downloadable resources, and are playable on all desktops, laptops, tablets, and smartphones.

Here are the new courses:

The courses updated with GHS content include:

Several new courses available on our Partner platform include:

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5 employee training concepts that should be refreshed

Having an employee mentor program is just one of many key issues that can be revisited in training.

Having an employee mentor program is just one of many key issues that can be revisited in training.

Before beginning their roles, many employees go through a crash course in expectations, involvement and overall job criteria. As a worker assumes their new position, questions may arise and material could change over time.

In addition, a recent Corporate Executive Board Committee study concluded that 11 percent of every day worker time can be categorized as “unproductive learning.”

Revisit these five employee training sections for optimal work output and productivity.

1. Awareness of generational differences.

  • The workforce is becoming a higher concentration of multigenerational workers, according to Business News Daily. Ensure engagement is effective for each level and use diverse learning standards known by each generation. Eradicate generational stereotypes that can hinder work fluidity and relationships through intervention and open forums.

2. Clarifying new and old standards.

  • Communication is key in training modules. Make sure employees completely understand what is being asked of them, how to achieve goals and who to ask for help if needed. If something didn’t work in the past, provide new material and examples of how to better complete tasks in the future.

3. Choice of training managers and guidelines.

  • Who you choose to conduct training sessions can play a huge role in future tactics and worker drive, noted AllBusiness experts. Choose someone who is well versed in the job role, easily approachable and dedicated. Likewise, training materials should be up-to-date and kept for future reference.

4. Hands-on training.

  • Infuse technology, real life situations and practice routines for employees to renew their understanding of the job role. According to TrainingToday, encouraging employees to ask questions and share experiences can only enhance training.

5.  Supervisor training and managerial mentorship.

  • Encourage those in leadership positions to help new employees and possibly cross-train old ones. Developing a mentorship program can cultivate work relationships and teamwork training, as noted by the U.S. Small Business Association.

All of these aspects of training and employee development can work with an online training program. For e-learning solutions to help you with your employee development plans, check out!

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Implementing Vision Zero for Safer Driving

Cities like Brooklyn and San Francisco are trending in today’s latest news for their efforts in making their roads a safer place to travel by adopting a multi-national road traffic safety project. More than 30,000 people are killed in traffic accidents every year and 1 million people are seriously injured. The multi-national road traffic safety project, Vision Zero was first adapted in the country of Sweden with the purpose to produce a highway system with no fatalities or serious injuries in road traffic.  i-drive-safely-at-night

Vision Zero is based upon four principles: Ethics, Responsibility, Safety and Mechanisms of Change. Not only have Brooklyn and San Francisco taken steps toward ending pedestrian deaths due to car collisions once and for all, but Boston and Portland are also implementing similar principles.

According to an article published by San Francisco Examiner, bicycle coalitions and other San Francisco groups provide pedestrian and bicycle safety training content to Transportation Network Company drivers, such as Uber and Lyft. Before the new efforts of the San Francisco Bicycle Coalition, transportation companies, such as these were responsible for providing their own training content to ensure driver and pedestrian training. Now, coalitions are coming together to provide additional training for transportation companies to make saving lives the highest priority for their city.

safety driversMastery offers a wide-selection of driving safety courses to help you build a driver safety training program. From being able to identify driving distractions to providing tools in order to ensure safety in hazardous weather conditions, Mastery has a course for your company.

For a complete list of safety driving courses, click here.

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With OSHA whistleblower cases on the rise, are the whistleblowers themselves at risk?

OSHA's Whistleblower Protection Program under fire for alleged mishandling of cases.

OSHA’s Whistleblower Protection Program under fire for alleged mishandling of cases.

According to NBC Bay Area news, OSHA whistleblowers are not being given the guaranteed protections by The Federal Whistleblower Protection Program, run by OSHA.

The Whistleblower Protection Program, according to LAW360, covers 22 federal statutes, and a mix of different transportation, environmental and consumer product issues.

One OSHA agency investigator is speaking out, alleging that the department he works in, overseeing California, Nevada, Arizona and Hawaii, does not fully investigate or manage each case properly.

He alleges that supervisors instructed him to rush investigations to avoid large backlog of cases and dismiss complaints even when they contained actual evidence and merit.

According to The National Law Review, OSHA investigated three percent more whistleblower cases between 2013 and 2014, with a total of 3,060 cases in the 2014 fiscal year.

Emily Spieler, chairperson of OSHA”s Whistleblower Protection Advisory Committee, told The National Review that this spurt of cases could be related to numerous factors including online filing established in 2013 and attention-grabbing media outcomes for large payout cases.

According to The National Review, the 2016 fiscal year budget, proposed by President Obama, could increase OSHA’s budget by seven percent, resulting in over $592 million. “The bulk of the increase, $26.2 million, would go toward federal and state enforcement efforts and whistleblower protections. Federal compliance assistance efforts would increase by just $4.6 million,” they said.

According to, this could create up to 90 new positions including enforcement and reviewing received injury and hospital reports.

The Whistleblower Program was enacted in 1970 to protect against retaliation in the workplace for reporting lack of OSHA compliance suites and training. According to the program, employers cannot blacklist, demote, fire, re-assign or reduce paying hours for reporting safety training infractions or unsafe work conditions.

If you feel that your rights have been violated file a complaint with OSHA. For other OSHA news or tips for better workplace practices, check out other Mastery Technologies blog posts.

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5 leadership mistakes to avoid

Being a great leader is as easy as avoiding these common mistakes.

Being a great leader is as easy as avoiding these common mistakes.

Management training can be the difference between a collaborative, open office space and a quiet, unhappy one. According to The Pew Research Center, some of the most important leadership characteristics include honesty, intelligence, decisiveness and ambition.

Leadership is one of the largest realms of decision-making there is. As a leader, you’re not going to make the right call every time, or handle a situation in the best manner every day. Avoid these five common leadership mistakes in your workplace for a first step in the right management direction.

1. Failure to delegate.

  • Being a leader means having a say in almost everything that happens within your business. This responsibility can be overwhelming if you’re not delegating certain areas to capable employees. Inability to split work will not only wear you thin quickly, but also create a sense of distrust within your workers, according to Inc. Magazine.

2. Lack of clarity for present and future goals.

  • Focusing on smaller day-to-day issues may impede fixing larger and more drawn-out problems. Set weekly and monthly goals and decide how you want today’s accomplishments to affect tomorrow.

3. Little to no feedback or recognition.

  • According to American Express Open Forum, missing opportunities to provide feedback or recognition can hinder employee development. A simple “thank you” or other encouragement can drive motivation and improvement. Likewise, expressing concern over a specific problem or idea should be done in private to ensure a professional, satisfied atmosphere.

4. Not addressing problems as they arise.

  • Small and large issues can be a problem area for businesses, according to the National Contract Management Association. If there is a situation between employees, within worker output or office development, fix it as soon as possible for optimal results.

5. Poor communication.

  • According to Entrepreneur, leaders should “proactively communicate how plans, decisions, and actions align with the team’s organizational constitution.” If an employee doesn’t know what is happening, they won’t be able to complete the job.

Mastery offers a selection of training courses on leadership, check out the full catalog here.


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Adjust To 2015 Workplace Trends with Mobile E-Learning

This year has brought about many changes within the workplace. According to a survey conducted by the Society of Industrial Organizational Psychology (SIOP) in an article by Business News Daily entitled “10 Workplace Trends You’ll See in 2015”, mobile assessment and technology changes rank within the top four trends that will take place in this year.smartphone-user

The use of mobile technology is increasing rapidly. Mobile assessments are also increasing, providing employees and employers more access to training opportunities, performance management and professional development. Mobile accessibility is changing the way employees do their assigned jobs and assist in meeting performance goals.

According to the SIOP survey, surveyors believe that technology will continue to change and transform every aspect of today’s workplace. The changes are projected to affect certain tasks, jobs and employee’s daily duties.

smartphones-and-tabletsMastery Technologies has dedicated over 30 years to aiding in providing training to adjust with the rapid changes in today’s society. This dedication has made staying ahead of technology trends easier for companies.

Mastery’s Video On Demand(VOD) courseware platform offers mobile accessibility and meets the ever-growing demand to play e-learning content on all desktops, notebooks, tablets, and smartphones; allowing employees to train anywhere, any time.  Mastery’s VOD standardized platform provides continuity in user experience from one course to the next. Mastery’s VOD platform provides learners with an e-learning experience, complete with learning assessments that coach the learner to master all the concepts.

For more information on courses provided by Mastery, visit

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California targets roofers in newest safety initiative

The roofing industry is the newest target of California's OSHA and Labor Enforcement Task.

The roofing industry is the newest target of California’s OSHA and Labor Enforcement Task.

According to the Central Valley Business Times (CVBT), a new initiative has been started by OSHA and the state of California. This safety awareness campaign, also supported by the California Labor Enforcement Task Force (LETF), is targeting workers in the roofing industry, who face a higher risk of job-related injuries and fatalities than those in other occupations.

From 2012 to 2014, California OSHA workers investigated 126 roofing operations where accidents had occurred. Seventy-five percent of these accidents took place at roofing jobs that were in violation of OSHA compliance safety codes, according to

According to OSHA, one of every five worker deaths in 2013 was in the construction field.

Their new campaign, “Roofing Maximum Enforcement Program,” is set to run March through November of 2015, in a renewed effort to target inspections of roofing facilities and jobs, according to PR Newswire.

This program aims to not only inspect present operations but also provide new safety training and supervisor training for future jobs.

According to CVBT, fall protection assurance, such as personal safety harnesses, and overall railing and building structure safety will be reviewed as part of the new program. The temperature of the roofs will also be tested to ensure a safe work environment.

Construction fall protection was the top cited OSHA standard violation in 2014. Many of these injuries and fatalities can be prevented with the correct equipment, training and available knowledge resources.

Not complying with safety guidelines can also cause monetary losses. According to LETF statistics, California loses between $9 billion to $28 billion a year in insurance costs, unpaid wages and sales tax.

If a work site lacks protection or poses a serious hazard to worker health, a stop order can be issued until the problem is corrected. Future non-compliance can result in citations, fines and overall shutdown of production.

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Are you ready for a promotion?

Getting a promotion can become a reality if you understand exactly how to get there.

Getting a promotion can become a reality if you understand exactly how to get there.

Getting a promotion can be a longer process than you may think. Promotions require strong work ethic, dedication to employee development, and overall passion for the position. Getting a promotion may be a goal that everyone has, but if one is offered, make sure it is the best decision for you. Ask yourself these four questions before you commit to a career change:

Do you know why you want the promotion?

  • A promotion means more than a change in job description, it’s adopting a new set of daily responsibilities. A promotion can be sought for numerous reasons including long-term goals, future employment and enhancing current skills. Knowing your own abilities and understanding what you bring to the table, according to Time, can increase your chance of getting the promotion.

Are you qualified for the position?

  • According to Forbes, professionals are often mistaken about what might prompt a promotion. “A common misperception in corporate America is that longevity equals a promotion. That’s simply not the case in our modern work culture,” said president of Talent Zoo, Amy Hoover to Forbes. Speak with your boss or human resources to learn exactly what leadership roles require, such as additional management training.

Are you networking?

  • If you want to lead a team, first you have to know your team. According to U.S. Money, being a “familiar face” within your company will allow others to see your passion for the position. Don’t be afraid to reach out to coworkers to understand their roles as well. Knowing what other employees are doing and how they are doing it will ensure overall fluidity and knowledge when you change job roles.

Why haven’t you already been promoted?

  • If other leadership positions have been opened and filled, why haven’t you previously been chosen? Make sure office leadership knows that you would like to move up within the company. If you continue to be passed over, schedule a meeting to address any underlying issues keeping you from your success.


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