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Tagged: methods

Employee Training: All at Once, or One at a Time? It Depends

July 13, 2016

Employee training is pulling away from the model of slideshows in a dark conference room with stale bagels. Because attention spans and time are both in short supply, training must cut to the core issues and deliver worthwhile solutions – or in other words, you need to know what you’re doing and do it well.

Companies, on average, do not allocate much of their budgets to employee training – a little more than $1,200 and about 30 hours per employee each year. Instead of seeing this as a cost, treat it as an investment.  So, do you diversify your investment by plugging into individuals? Or do you put all your eggs in one basket by focusing on full enterprise training?

graph-963016_640Data instantly pinpoints weak links.

If you’re not sure where to start, look at the stats. Using comprehensive data, like the extensive reports provided by CSP, you can develop or choose beneficial team training programs. The data highlights the areas of concern, be it employee performance or customer satisfaction, and zooms in on detailed aspects with matching metrics.

Now you know not to spend time on teaching key phrases and language, for example, but improving listening and critical thinking abilities. More importantly, you’ll know if you need to address the entire team or pull someone aside for one-on-one coaching.

Team training moves everyone forward, together.

When employees are overlooked or employee training isn’t properly implemented, companies can experience dizzying unrest: high turnover rates, lack of engagement, dissatisfaction with other co-workers, low confidence and company pride, among other roadblocks.

Team training can open a dialogue between departments as well as junior and senior employees, thus developing a relationship more personable in nature. Ideal scenarios for team learning can include the following:

  • employee training for all or for oneNew material or technology
  • Changes in leadership
  • Continued education
  • Need to challenge complacency
  • Knowledge transfer
  • Fuel for employee loyalty

Team training sets a tone for the company. All of the gears and levers are oiled in a cohesive tune-up. But what happens when one little wheel keeps sticking?

Invest in the individual to see both a return and a contribution to the greater good of the team.

Think of a group fitness class compared to a personal training session. Unless the class is made of cloned robots, no two participants are wired the same. If one person is constantly falling behind the group, that gap is likely to grow each class unless there’s an intervention.

In a one-on-one setting, a personal trainer can take the time to check positioning and mobility, reintroduce basics that perhaps a client missed, and ultimately launch a game plan for the future.

As essential as training is for this person, so is following up with them and establishing an accountability system. Regular check-ins and feedback from the client are crucial for effective future training efforts. It’s up to the employer to recognize changes, improving the weak links and maximizing talent. The return on your investment could propel the entire team forward.

 

It’s unrealistic to know what each employee is doing or not doing well, and the impact of that performance on the team, without some guidance from statistics. Use data to outline a strategy that effectively combines both team and solo training. Customization based on your company’s needs will keep costs down and training, simplified.  

You may also enjoy these articles on employee coaching and training:

Get more from your employee training efforts.

CSP’s customizable Employee Training program provides expert guidance, supports accountability, and promotes transparent communication. Contact us online or call John Berigan to learn more – (402) 399-8790 ext:101.