Archive for the ‘Training’ Category
Employee training is one of the most important things that you can do as part of your long-term company strategy. Just like tools – employees need to be sharpened now and then. Most people only retain about half what they are taught, depending upon how it was taught, and how good their long term memory is, and so consistent employee training is important. Training the right way will allow your employees to reach their full potential, which is exactly what will help you to provide the best product or service possible. Here are some reasons why employee training is so important.
Employees Will Notice If You Care About Their Future
Your employees will notice if you take an interest in their future, and that’s just what training does. You will find that they will be more loyal, harder working and the work environment will be more positive.
Training Increases Productivity
When you train someone, you often show them a better way to accomplish the tasks that they are expected to do. That means that they will be able to work smarter – and harder – and your entire company will be better for it because of increased productivity.
Employee Development Allows You to See Talent Emerge
Employee training will help you to determine who within your company is truly talented in the field that you are in, and can help you to select managers and those who would fit best into certain positions. A successful company is all about the talent that you have under you, and employee development allows you to see that talent emerge and can nurture it so that it can work for your business.
I recently came across a very inspiring post on Forbes. Victor Lipman writes about Management and cooperate life for the popular website and this time he had one message for employers and business owners in general: employee development can cost you talent.
Mr. Lipman was an employer and a manager and he recounts how failure to help young talent always resulted in talented managers leaving him when he most needed them. These young people know what they want and unfortunately they can also tell whether or not they are going in the direction they should. As soon as they realize that you’re not helpful enough, they will ask to leave.
I have been an employer as well and I know how painful it can be to lose your best talents. So if you don’t yet have a clear plan of how you’re going to hold your employees hands as they shape their future careers, then my only advice at this point would be that you draw up such a strategy quickly.
Dissatisfaction with some employee-development efforts is fueling most early exits according to a separate study published on the Harvard Business Review. Most young managers are leaving as soon as they realize that they aren’t getting enough help in terms of formal development which includes training, coaching, and mentoring.
Employee training tips
There are several ways of “quick training” your employees. I have listed a few tips below which you can try out. I can guarantee that most of the methods listed here will work; what I can’t guarantee is that they will ALL work PERFECTLY well for your organization.
- Join industry associations and trade groups – many of these associations usually offer valuable training at annual events, seminars, and over the internet
- Host periodic Brown-Bag lunches – and while at it, ask the employees to come prepare to share their thoughts regarding a particular topic.
- Get your trainers from within the organization – see if you can identify leaders within your staff, employees with strong interaction and communication skills and the desire to help others and give them the chance to educate and inspire the rest.
- Enroll you staff at various online learning platforms – the Business Training Institute, Learning Tree, and BizLibrary are a few examples of online learning societies that you may consider.
Putting these quick and simple steps in place will have your nimble employees sprinting toward the goal.
A well-trained employee is important for any kind of business, from an office setting to the metal forming industry. A solid training and development plan is of vital importance in order to get the best out of your employees. There are two kinds of ways that you can do your training and development: you can either try to get them trained as fast as possible (without sacrificing quality, of course), or you can try to spread the training and development out far enough to allow the information to soak in. Neither of these tactics are bad, they’re merely meant for a different kind of employer. In this article, I’m going to elaborate the strengths, values, and advantages to doing the marathon runner style and hopefully help you understand which kind of trainer you are.
The “marathon runner” style is one that encourages a trainee to better understand the material with which they are presented. The benefits of doing this are not just intended for the trainer, it’s also hugely beneficial for trainees – no two people are alike, and as such, no two trainees are as well. Some trainees can absorb knowledge like a sponge, while others need to run this new knowledge through their heads. This is not to say that they are less capable employees: often, an employee who needs extra training may seem like a hassle, but truly, they prove to be an asset for your company.
This is a very real truth within the metal forming industry. You don’t want to have to rush your employees, yet you don’t want them dilly-dallying. I believe in training based on need. It takes a fine touch to be very good in the industry, as you only want the best quality out of what you make.
For more information about the metal forming industry and training and development, please contact me. I’m always happy to help.
Good employees can be hard to find, but finding great employees takes time, talent and tenacity. That’s usually because most people are only great when they’ve got the proper motivation.
A decent job with salary and benefits simply isn’t motivation enough to move employees from good to exceptional. Nearly all employees begin their positions with enthusiasm and an extra dose of can-do attitude. Over the years though, most employees can lose passion.
Here’s my top ten three tips for properly motivating employees to be the capable rock star you saw during the initial interview(s) and first few months.
1. Interview aggressively – It’s my personal belief that every employer should regularly interview prospective hires. Shoot for once a quarter at best or twice a year at minimum. You should have on file an active list of potentials (with the proper credentials, availability and up-to-date, completed paperwork) to fill in nearly any position within your organization. This does two things. First, it gives you as an employer confidence and keeps your expectations reasonable. Secondly, employees who are keenly aware of new hires cropping up without delay will earnestly affirm their worth within your company.
2. Offer quality continued education – Most companies are required to do annual checklist training or compliance certification. This is often treated as a pesky interference within the workday. Code compliance is imperative to the success of your organization. When ignored, your company can pay costly fines or fees. Show your employees that learning and properly implementing this information is beneficial and worthwhile to them and to you. Hire a third party to do team building in-between the certification or modular breaks. This is the least you can offer employees. If at all possible to hire a professional who understands the fine print of your work and who is skilled at motivational training, make it happen! Your employees will develop an increased appreciation for their work and you will reap dividends on that investment.
3. Create a flexible work description – Usually you’ve hired an individual because you CAN see the potential within them. However, once hired, their work can become monotonous if stuffed into a rigid job description. Consider options like task shifting so that you can find the best fits for your employees.
Let’s face it, some work can get repetitive. Still, you don’t have to loose quality players due to monotony. Use these starting points to elevate that rock star!