One of the most important aspects of a manager’s job is to see to it that his employees are properly prepared to perform the duties required and expected of them. Once the employee is on board, whether he is a new hire or a veteran, the manager needs to continually assess whether the employee has the skills and knowledge to be able to contribute to the overall success of the team. If it is determined that a deficit exists, the manager must determine the best way to fill the void. Do the benefits justify the cost of the training (costs may vary widely depending on format and delivery methods)? Let’s explore some of the benefits of training.
- Turnover – There are a number of research reports and surveys that indicate that a lack of training is a primary reason for turnover. A conservative estimate is that approximately 40% of employees who receive no training or poor training will leave their positions in the first year. This is easy to understand as a lack of skills resulting in a lack of confidence is an uncomfortable experience for any employee. In addition to the hard costs of continually hiring new people to fill the void left by turnover, there are many soft costs as well – declines in productivity and morale, in addition to the stress placed on the rest of the team as they step up to keep projects moving forward.
- Improvement in efficiency – A well-trained staff is an efficient staff. Knowing how to best use the tools available as well as understanding processes ensures that the job will get done as efficiently as possible.
- Job satisfaction – Employee engagement and involvement are at their highest when an employee feels that they are valued. An investment in training contributes to a feeling of worth and value for the employee.
- Improvement in recruiting – A company that can demonstrate an investment in a sound training program typically attracts better employees. A good employee will value training as it is important for him to continue to not only improve his skills but also learn new skills. The result is a win-win for the employee and the company.
- Knowledge sharing – A comprehensive training program benefits the whole team. An employee who has just returned from a training class or conference is likely to share what he has learned – even if he is not encouraged or expected to do so. Efficiencies and “new ways to do things” are typically embraced by team members, especially in our “do more with less faster” environment prevalent today.
These are just some of the many benefits related to a comprehensive training program. A company cannot expect to continue to compete in the marketplace delivering quality products in a timely manner if they cannot retain a competent, qualified staff. The positive effects of a good training program will ripple throughout the entire organization. The long-term benefits easily justify the investment required in a consistent, quality training program.
It is therefore important to carefully map and choose trainings across available contents, formats and delivery media (online / class-room). A meaningful choice shall make all the difference.
Please take a few minutes to complete our survey…
About the Author
Mike Lyles Mike Lyles is a Quality Engineering Program Manager with over 22+ years in IT: development, PMO, and Software Testing. His experience spans functional testing, test environments, software configuration management, test data management, performance testing, test automation, service virtualization, building testing organizations, defining processes and methodologies, and standing up measurement programs
Mike is an international/keynote speaker at multiple conferences, and is regularly published in testing publications and trade magazines. Mike’s passion to help others improve and grow in the field of testing, leadership, and management is his key motivation. You can learn more about Mike at http://www.linkedin.com/in/mikewlyles, www.MikeWLyles.com or http://about.me/mikelyles
Mike’s comments, blogs, articles, and opinions are his own and not those of his employer.