“Give a man a fish and you feed him for a day. Teach him how to fish and you feed him for a lifetime.” (Lao Tzu)
The thought of employee training can elicit a groan from even the most dedicated managers.
It’s time consuming and takes you away from your ever-growing to-do list of payroll services and employee benefit administration, among other things. But arm your team with the knowledge to perform at their best today and benefit your company’s bottom line tomorrow.
Before taking on an employee training program, rethink your approach, because there’s more to it than just paperwork and PowerPoints.
- Focus on results.
In many companies, the training and development processes aren’t aimed at producing targeted results. A certain training program may seem like a good idea, but without defined expectations, measurable results will be impossible to achieve. Clearly consider and define how you’re going to get a return on your investment by analyzing your company’s needs before starting the training process.
- Think investment, not expense.
Look at a training program as a human resource service for employees. Training provides them with a framework of knowledge about their role at the company and helps them become creative problem solvers. If your employees can see the bigger picture and recognize how their role helps achieve that end result, they’ll work more efficiently to find and solve their portion of the puzzle.
- Find the right fisherman.
There are plenty of adequate trainers out there, but it’s up to you to find one who can help you achieve your specific business goals. A trainer’s resume may seem impressive, but their style of training is much more important than a piece of paper. If they can’t transfer knowledge in a fun, practical manner, they’re probably not a good fit. Always ask potential trainers for a demonstration, and follow that up with an assessment test, such as AmCheck’s Profile XT.
- Connect the dots.
Employees who have to go through training often view the obligation as an inconvenient hiccup in their workday. They’ll have an easier time looking beyond the time commitment if they understand the value that upper management places on it. Hand out a questionnaire prior to the training that encourages employees to voice their concerns about the program. Then, use some of those comments and concerns in the training program to generate further interest and help convey the relevance of training as it directly relates to their jobs.
- Make resources available.
Maintain a culture of personal growth and development by providing ongoing learning opportunities. Employers who support efforts to excel are more likely to retain people focused on staying at the forefront of their professions. Furthermore, it ensures that your business won’t be left behind due to changes in trends, technology and advances.