One of the projects I enjoy working on the most is creating training and development programs for clients. We create training programs that cover a broad range of topics such as every day work procedures, compliance issues like anti-harassment and customized leadership development programs. We find that businesses who make training a priority have higher levels of engagement and productivity.
Employees want to be developed. This has been a hot topic over the last few years and with all the debate, I think the general population understands that developing employees makes them more loyal and less likely to leave. This is opposite the old school of thought that developing them would only help them take those skills to competitors.
In our work which is focused on small businesses, training and development is rarely a priority. Not because the business leaders think it isn’t important, they think they don’t have the time or budget to produce it. Additionally, they think the training has to be robust or have tons of bells and whistles. Rather than put something together that they think is mediocre, they put nothing together at all.
The reality is none of this is true. Any training is better than none. As long as the training relays the message needing to be conveyed in a clear and concise manner, then it doesn’t have to be fancy or have any extra added bells and whistles.
And the best part of all is that for something to be considered development, it doesn’t have to be formal training. It could be something as simple as a book club or a Slack channel where tips and tricks can be shared. It could be a 10 minute opening to every meeting where one employees trains everyone else on something of importance.
I have a small business client who needed more of their employees to speak Spanish. A larger and larger amount of their customers were Spanish speakers and it was becoming less feasible to have one or two employees translate all the time. The leader asked about bringing Spanish speakers in to teach the class or sending employees to evening classes, but both option would take too long to get everyone trained and would be rather costly in the end. I suggested that I create a training program for conversational Spanish in collaboration with the Spanish speaking employees. Had we sent employees for training or brought an instructor in, they would have started with the basics and worked their way into conversational. By allowing us to create the training program on our own, we are going to focus on what the employees need to know most first and then let their language skills grow from there.
We have just started this project and it’s going to be a long one, but I’m really excited about how it is going to turn out….and more importantly, so are the employees. The Spanish speaking employees are relieved that the business is at least attempting to get them help. The non-Spanish speakers are very excited to learn a new language, something they can use not just at work, but in their personal life as well.
Training opportunities and solutions are all around for the leader who is willing to get creative. They do not have to be complicated or created by a trained facilitator. Anything that develops the minds and skills of employees counts.
Ongoing training and development is becoming a competitive component of recruiting and hiring. Businesses who do not put some emphasis on it in the future may have a hard time finding and retaining the talent they need.