Often major business successes are attributed to sales initiatives, product development, customer success, or marketing. What is regularly forgotten is that the employees on these teams didn’t get to the level of productivity they are at because of good luck. Rather, someone invested time and energy in their training and development.
Formal employee training is required to ensure competency, breed excellence in the role, and create a repository of best practices and critical industry information from which the employee can rely on as necessary. If your existing training and development program is needing some additional attention, or if your business is unable to afford an ongoing program, here are some tips for continuing efforts without additional budget.
Flexible and Blended Learning Programs
Employees aren’t gaining more as the weeks go on. Instead, employees are only getting busier, regardless of the industry. Create your own training and development program by offering online courses to help support employee training and continued development. Ask members of your in-house team to record training sessions for remote employees or those who require flexible learning plans. Provide the same training sessions in person for subjects concerning sales techniques, sales calls,
Encourage Employees to Find Time
One of the biggest hurdles in employee development is finding the time to commit. Employees who are able to find the time for training and development programs will be doing more than helping themselves get ahead. These employees will become the team leaders in helping others learn how to manage their time, balance responsibilities, and learn new or updated technologies.
While it sounds like this is one of the easier tracks to improving employee training and development, it becomes more of a struggle in the end. Chronic stress is something many employees already suffer from, which may make taking time to focus on training and development more difficult.
Frequent, Small Modules
Instead of creating a lengthy, involved training and development program which would cause employees to spend too much time away from their desks, consider creating a program with smaller more frequent modules. Smaller modules will allow employees to complete more in one sitting and during their downtime.
When it comes to employee training and development, it is important to remember that it is not a race to the finish line and that each employees’ finish line may at different places. In fact, infrequent training can lead employees to change employers within their first year. To keep employees motivated, encourage smaller more frequent training and development sessions with achievable timelines and goals.
Instead of purchasing a full learning management system (LMS), consider some of these tips and tricks to improve your existing employee training and development program. Until you reach the point where training and development software is necessary, managing employee development in-house is completely manageable. Reach out to Human Capital to find out why choosing the right human resources partner is important when it comes to employee training and development.