Many small and medium size businesses struggle with the idea of carving out time or money to train employees. After taxation and medical coverage expenses, few can brag about having a healthy training budget. Did you know that approximately 65% of all employees who leave a job within the first year report a lack of training to be their primary complaint?
There are ways around this expense, like “free” training online or in books; but they may or may not fit a growing company’s unique needs. Owners must ask what else may be stopping them in establishing and maintaining a training program? To help in this process, here are some (potential) questions you may have along with our best responses.
Q: If I train my employees, won’t they take the knowledge and leave for a better job?
A: Yes, there is always that risk. However, you can mitigate the risk by becoming a bit of a career counselor. All of us want to know what our future “could” be at a company. Every single employee, not just millennials, want to know they have future with a company that encourages their ability to learn, grow and be valued. In fact, many HR departments now work to create job trajectories for each new staff member, including goals and timelines based on utilizing training opportunities and experience. If you train them, they will stay; especially if they see it leading to future opportunities.
Q: I remember having to go to training before I started my business. It was boring.
A: We hear you! However, there are more options than ever before. Honestly and sincerely, traditional, one-size-fits-all training has now evolved into customized, time-sensitive and participant focused workshops designed for high-impact information gathering. The key, we believe, is to focus in on the material itself. Learning a new software program, system or procedure, may be best instructed as online training. Some information, such as updated policies or a particular practice, may best be taught via a webinar. But, not all training materials should be sought out on the web. We’ve concluded that, especially with the soft skills associated with Professional Development training, interactive workshops tend to resonate successfully with participants. It’s one thing to have all staff read about or watch a video dealing with, “Change Management,” and quite another to have everyone in the same room, at the same time, being led in discussions and activities. The “takeaways” suddenly have a high level of relevance to everyday life in the office. And as data is found anywhere on virtually any topic, the key with all Instructor-Led Workshops style training comes down to customization for the group in attendance.
Q: It’s too expensive to hire a Trainer or start a training program.
A: Welcome to our world of Freelance Trainers and Training Consultants. The average Training Manager’s salary averages 56K. For that chunk of change, a business could easily outsource all the jobs associated with keeping employee training up-do-date.
The critical thing owners must do to assess their training needs honestly, now and for the future, determine how they’re going to track the training. (like with an LMS). The next steps to consider are goals, methods, and timelines. Many businesses use a variety of learning portals, depending on what training is too necessary. Settling on one source for online training, such as LearnPortinc.com, will cover most any topic, testing or certification service required for a proactive workforce. Outside training vendors, like Capital Training, can customize Instructor-Led workshops, webinars, and coursework. With each step, your business will be able to control of your training dollar by picking and choosing the services you need.