Which practice helps in reducing the friction of change in staff training?

The practice of fostering trusting relationships significantly aids in reducing the friction associated with change in staff training. When staff members have strong, trusting relationships with their colleagues and supervisors, they are more likely to feel supported and valued during periods of change. This trust encourages open communication and collaboration, which can alleviate anxiety that often accompanies transitions or new training processes.

Additionally, when staff trust their leaders, they are more inclined to embrace new training initiatives and changes in practice. Trust creates an environment where individuals feel safe to express concerns, share ideas, and ask for help, leading to a more positive outlook toward adaptation and growth. This supportive environment can enhance teamwork and build commitment to collective goals, making the implementation of training smoother and more effective.

While the other practices listed—such as increased supervision, formal performance reviews, and regular disciplinary actions—may have their roles in staff development and management, they tend to focus on oversight and compliance rather than fostering a supportive and positive workplace culture, which is critical in easing transitions during staff training.