As a business owner, hiring manager or HR professional, it’s important to ensure that your employees are reaching their potential. One way to get there is with a well-structured training program.
Employers who undertake periodic training often reap the rewards of well-trained workers who have the knowledge and skills to help increase productivity and company profits. Investing in employee training should improve worker retention rates, customer satisfaction, creativity and more.
Training can also enhance employee morale – workers who believe their company offers excellent training opportunities are generally less likely to leave. Which is good for the corporate bottom line since the cost of turnover can be high.
Here are 5 suggestions to help build an ongoing training program:
1. Ask Employees What They Want
When designing ongoing training, keep in mind that the modern-day employee is usually aware of the skills they’ll need in the future. That’s because the skills landscape is changing rapidly – and employees are aware of how vulnerable they are if they don’t keep up. So, don’t be afraid to simply ask employees what they want to learn (within reason.) An added benefit is that they’ll be more motivated if they feel empowered in designing their own development journey.
2. Motivate Managers to Get Involved
Managers know all about the skills their team needs now, and probably even the skills they’ll need in the future. Even more importantly, managers are in contact with employees on a daily basis and can monitor their performance both before and after training. A few tactics to involve managers in your ongoing training program include:
- Meeting with managers to map out the training program
- Linking manager remuneration and rewards to training performance
- Setting up monthly or bi-monthly check-ins to ensure the program is moving forward
3. Include Remote Workers
It’s no surprise that in-person training can be less complicated than fully remote training. While in-office employees can attend face-to-face training sessions, it’s important to consider the support, encouragement, and mentorship aspects needed to train remote employees. This can be addressed by using webinars and setting up discussion forums so that on-site and remote workers can share their opinions and experiences. Provide remote employees with an equal opportunity for mentorship by organizing regular one-on-one sessions with managers.
4. Make Training Intuitive
Making time for training is difficult for employees when they’re balancing so many work demands. Fortunately, digital tools such as a Learning Management System (LMS) have become a viable and easy-to-use option. An LMS is a software application that provides the framework that handles all aspects of the learning process – it’s where you house, deliver, and track your training content. It will allow you to create easy-to-access course content that can be enhanced and updated as necessary.
5. Offer Training Across Departments
Ongoing training can be a great opportunity to develop employees’ understanding of other roles and departments. While cross-department training might sound tricky to apply, it can be achieved as easily as offering combined workshops. Some of the benefits of cross-department training include:
- Avoiding silos and knowledge-hoarding within the organization
- Broadening employee skill sets for improved collaboration
- Improving “skills security” in the organization (if a particular employee leaves or is unavailable, there are other employees with overlapping skill sets)
- Increasing productivity due to better communication between departments
Lanmark Staffing has over 40 years of combined experience in human resources, recruiting, temporary placement, sales and management, and temp-to-hire services. Contact us today – our team of local and experienced professionals can help you meet your hiring needs quickly and effectively.