The world is constantly evolving. Businesses are growing and declining at a more rapid pace than ever. So, if you’re standing still amongst this world then you are, in effect, moving backwards. Businesses with learning and development (L&D) at the core of their priorities and strategies are always going to outperform those who simply do not bother. It might be easy to excuse yourself from buying into training under the pretence of it being a concern for industry giants. The reality couldn’t be further from this. Success stories emanate from teams of all sizes!
The national average for training in companies comes in at around £300 per employee, but there is a strong correlation between those who spend over the odds and the general performance of their individuals (and naturally the teams they populate). The relationship between training and performance on an organisational level is primarily proven through a drastically reduced staff turnover rate – with a 2018 survey displaying the link between active investment in training and staff commitment to their roles. So, with this in mind, Quanta Training would like to give you a brief overview of how employee training can be a defining factor in the success of your business.
Improved technological adoption, increased innovation in strategies and products - the range of benefits gained from training is so vast, that we can’t cover each individually.
Therefore, (please, contain your frustrated groans) we’re going to talk about Maslow’s hierarchy of needs for a moment. We all know that skills training will rarely satisfy physiological needs such as food, water or sleep – that would be a bit strange. But a properly trained individual will have the added motivational traits of someone with job security. Being secure in your job reduces anxiety and improved morale – we don’t need to tell you how high morale affects performance. A culture of learning in a company is what contributes towards this feeling of job security. If the business cares enough to invest in the skills (and ultimately wellbeing) of someone to improve their effectiveness, the trained individual has an attached worth that suddenly improves.
But what is a culture of learning? If you as a manager have cultivated an environment in which individuals are given the tools to continuously expand their knowledge base and have the means to apply this learning, then congratulations! You have developed a learning culture. Integrating learning as a defined step in any organisation’s strategy is a clear indicator of this positive culture, and can improve employee productivity up to as much as 37% better productivity. Equally, the top-performing companies can attribute their success in being first to market through this delightful mindset.
Beyond this, managers that have been properly trained in leadership have the opportunity to create a domino effect of sorts. They receive the opportunity to learn, become better at their role, and see the value in training. They then pass the training (or opportunity for training) on to others in their organisation. It’s maintaining the view that employees are the ones making the impact in the business, and they are where the worth lies. It can only do wonders for your staff retention rate, and therefore your overall effectiveness.
Make training work for you
Underneath the unbelievably inclusive umbrella of “training” comes just about any topic. That’s just human nature – if there’s a subject, we will learn about it and pass on teachings (often charging a fee for the privilege). But not everyone can benefit the same way from every single course – there isn’t a “one size fits all” approach to learning that everyone will get a carbon copy advantage from. In remembering the context of the organisation, L&D teams can choose and promote a learning culture to complement the needs of both the business and the workforce.
Implementing that training plan must also be considered in great depth. An example of this could be allowing staff to research training and broach the subject to the people writing the cheques. The added autonomy avoids the spoon feeding that can reduce staff motivation – you won’t engage with something that you have absolutely no interest in.
This is where a collaborative, consultative approach to training really shows its true value. In discovering the root of an organisation’s issues, it’s possible to mould nearly every aspect of the experience to provide the most engaging and worthwhile investment. If you or your team responds more to certain stimuli, that can be included to the course.
We understand that the word “investment” has been used a lot in this passage, but it’s important to understand the scaled return that comes from committing your valuable resources. Whether as an individual seeking career advancement or a leader hoping to improve performance – bespoke training can make all the difference. Get in touch with us today to find out more about how Quanta Training is the training partner you can invest with.
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