Employee Development Requires an Investment of Time

Companies recognize a key to their success is an engaged, motivated and well-trained workforce. For many, employee training and development is a top priority. Quite often; however, finding the time to invest in training is a far bigger challenge than finding the budget.

This is even more pronounced in an economic downturn. Roles and responsibilities change as organizations right-size, re-size, or downsize. Individuals on smaller teams are being asked to do more with less. Often, employees are asked to take on greater responsibility – and frequently in areas requiring them to enhance their abilities or develop new skills. This is further hampered by mangers finding it difficult to justify the time needed for fear of further impacting productivity.

In reality – the relatively short time needed to help develop skills, can have a great and lasting impact. The investment in individual development can and should increase productivity (even during challenging times), AND also have a positive impact on employee engagement. Considering the following before implementing training programs in a time constrained environment can help maximize the return on your training investment:

Know What You Need

Don’t rush into identifying a training tool / method before clearly identifying the development needs of your team. If individual roles and responsibilities have changed, be sure to create an environment where it is acceptable for team members to indicate they need training with a particular skill. Remember – they may not want to admit to needing training.

Challenge Your Training Partner

Put the time and effort into identifying a training provider that will work with you to build a program to address the needs you identified above. Challenge your provider to be engaged throughout the process - from establishing outcomes to finding delivery options that work for your organization.

Make Learning a “Non-Negotiable”

Even – no – especially during times of change, development and training should be looked at as an organizational “need to do” vs. a “nice to do”. Employees need to understand and believe that their development is important to the organization. Demonstrating an investment in your workforce can send a powerful message of being valued to those remaining in a right-sized / down-sized organization.

Find Flexible / Adaptable Delivery Options

Training providers today can and should be able to offer a variety of learning platforms. Working with them to find those that work best for your employees and organization is a key to realizing the training investment. Consider all options: classroom based, on-line, daytime, evening, weekend, on-the-job, etc.

Teach Them to Keep Them

Finally, use training and development as a means to engage and retain your top talent. Yes, you may train some individuals who leave your organization, but a training program that is well designed and addresses specific needs you and your team have identified, can have a significant impact on the morale, engagement, and retention of your team.

There is never “enough” time, but employee development is one area where the investment of time can pay off immediately and over the long run.