STAUNTON, Va. — A great question for the hiring professional: If you were given a choice between two different doctors—one was trained, the other not—which one would you choose?
But what if there as was no “up-front” cost for the untrained doctor? You still wouldn’t do it? Probably not, since the training required for a doctor is so specialized.
However, many business owners do not recognize the importance, and value, of employee training.
Companies want to hire qualified employees, but many of them employ underqualified workers. Why do employees become underqualified? The answers point to changing technology or the development of new methods.
Training does come with a cost because the biggest resources used for job training are time, money and materials, which are used as excuses why it doesn’t happen. Sometimes, third parties are needed, which is an additional cost. However, and more importantly, not training your employees also leads to significant costs.
Listed below are consequences of untrained employees within an organization:
- Inefficiency—More time and money spent; it takes them longer to do the work.
- They have a low production value—Quality of work is lower and of less value.
- Untrained employees = unhappy employees and customers—Employees who feel underachieving, unsupported and inadequate are unhappy. This causes the employee not to care about their work, underperform, be unsatisfied in their work and make mistakes, which can lead to lost business and customers.
- Increased costs for miscellaneous expenses.
- Lost money/time due to mistakes.
EMPLOYEE SELECTION, RETENTION
A couple suggestions for selecting good employees for training:
- Talent attracts talent, so ask rising stars for their choices within the organization.
- Create an operating system within the company where hiring managers/leaders can identify a rising star’s performance, not potential. This is not the HR department’s responsibility but the entire company’s responsibility.
- Hire individuals not only for the position you are trying to fill—think about whether or not they can fill multiple positions from great leadership and training.
- Before you make an employee training program, you must first determine what you want employees to learn and what you have in mind for their future at your company. If you are grooming an employee for a future management role, your company should elevate capacity such as: Good time-management and priority setting, dependable decision-making, willingness to take on more responsibility and good communication skills. Keep in mind the characteristics that make a rising star will differ between positions.
- Create a mentorship program, through which you can delegate some staff development responsibilities out to your team.
Employees are your company’s greatest asset, so make sure not to treat to them just as a number. You must grow great people if you want to set your company apart, attract and retain top talent.
The next hurdle becomes retention of great talent after training. The best advice is to offer continued training opportunities. Some certifications require ongoing training programs that are performed in-house or externally. Companies can develop a system for recognizing employee achievements.
Create a training program that is built on the values and goals of your company. Offer performance-based incentives (bonuses, extra time off, etc.)
- A few performance-based incentives could include:
- One (1) hour time off during the day in addition to breaks and lunch.
- Flex-time off (work-life balance).
- Alternative plans to benefit plans that include health and well-being support.
- Student loan repayment assistance.
- Social/off-work events.
- Sense of purpose and appreciation on the job.
KEY TO SUCCESS
In order for our industry to succeed, managers/hiring managers need to make greater efforts of inclusion, supporting greater work flexibility and continued integration of digital and online tools that improve the experience of both staff and company’s clients. Companies need to work toward reflecting the world that its associates and clients live in.
In summary, the right employee training, education and development, at the right time, provides big payoffs for the employer in increased knowledge, contribution from employees, productivity and loyalty.
Employees join companies that make a difference and where the work brings out the best in them. In addition to working, they want to do work that matters; talented people want a chance to work with big problems and tough issues. They want that sense of purpose, to hit the ground running, seek to learn, contribute and develop their skills.
Miss Part 1 on training options and “upskilling”? Click HERE to read it.