Make Your Training Dollars Work for You!

by Mitzi Taylor

How much money and time did your organization invest in employee training last year?  What kind of return did your organization receive for that investment? If your ROI (return on investment) is less than stellar, take control by: 

♦  Making sure the issue you are addressing is really a training issue. Could it be that the employee was not given enough direction from leadership, or that he or she does not have the necessary tools and equipment to perform the task satisfactorily? Spend some time to ensure you have chosen the right path.

♦  Being able to communicate your need effectively. Don’t just put a label on the session such as Team Building when what you really mean is that employees are not handling conflict appropriately. Whether you are providing the training internally or seeking an outside firm, you will need to be able to communicate clearly the WHY (why are you looking to hold a training session), the PAST & PRESENT (what issues are you currently seeing) and the FUTURE (what would you like to see in the future).  

♦  Establishing training outcomes for the employee. Once you have chosen the training path make sure you have communicated to the employee the importance of their development, why they were asked to participate in the training and what is expected of them after the training. If they understand these items from the beginning it will make it easier for them to apply the knowledge and tools.

♦  Following up. You should have a system in place to determine if the employee is actually applying the knowledge and skills. If you are really expecting a change, you need to hold the employee accountable for USING the new skill/knowledge.  These are just a few tips to follow when embarking on a training initiative.

Yes, it is a lot of work making training effective. If it seems daunting, just think about your ROI numbers from last year….