By Jules Miller

Employee training can involve a lot of money and time. Oftentimes, the approach taken is nothing more than checking off a box on a corporate form because managers have either failed to evaluate the outcome or the employees have failed to change their behavior.

That leaves managers and employees scratching their heads, asking, “Was it really worth it?”

If the checks and balances of training are followed, adding to your staff’s skill set not only helps them explore new interests as they improve their jobs, it also benefits your company’s organizational effectiveness, explains Teresa Whitmire, executive director of Business Development for Corporate Learning, and Susan Pike, interim associate vice president for Corporate Learning.

“Corporate Learning is a solutions provider,” Whitmire says of  the  Northwest Arkansas Community College department that provides standard and customized services that align human resource practices, policies and procedures with business goals and strategies.

“We look at what’s causing you (the employer) the most pain, then we research how we can help you be successful.”

Research sometimes shows that a company whose managers thought staff needed time management training actually needs a training program that addresses basic problem-solving issues.

Before committing to a training program, it’s imperative for an employer to make certain there is an actual training need. As a team manager, you can accomplish this through skills analysis, focus groups and questionnaires that directly ask what the staff wants out from potential training sessions.

Once you commit to a program, let your employees know why training is necessary and how it will benefit them, then obtain their input as well as support from top management. Promote training as a way to energize your employees. Doing so sends the message that managers recognize those workers as valued employees who are appreciated companywide.

You don’t have to break the bank to keep your employees abreast of industry changes. Developing new job skills can be as easy as:

•  forming a training co-op by teaming up with other companies to offer courses;

• taking advantage of training offered by the manufacturers of equipment that you buy;

• encouraging employees to participate in educational opportunities offered by their professional associations;

• sending one employee for training and then saring with the rest of your staff.

Here are five tips to consider before taking the training plunge:

1. Change your attitude. Training really is employee development. And employee development can equate to your company’s growth and profits. Think strategically about what your employees need to learn that will benefit the company in the long run.

2. Look at the whole picture. Companies generally deliver on-the-job training as problems arise– an inefficient process. Employees are willing to pass along knowledge if management recasts training as an opportunity for employees to leave behind a legacy of their work. 
Formal training can complement on-the-job training in developing an adequate, competent workforce.

3. Help employees develop problem-solving skills. Ask employees to stretch outside their comfort zone to improve their ability to think. Before you stretch them, make certain that they have a clear understanding of the principles they’ve learned in training, and give them an opportunity to reinforce what they learned. Sending employees to a problem-solving class doesn’t automatically equip them with the necessary problem-solving skills. Managers can accomplish this with continuing dialogue that measures results. Training without follow-up is ineffective. Keep repeating your message, and show appreciation to employees who keep trying to meet the expectations.

4. Set an example, and mentor. Although fear can sometimes be a good motivator, generally speaking, very few people are motivated by harpiness. Pleasant attitudes and good work habits influence employees. If you want your employees to alter their workplace behavior, you need to model the behavior you want your employees to exhibit. Be clear about your expectations, and focus on the behavioral changes or improvements you are looking for.

5. Reduce turnover. Giving employees an opportunity to grow increases their job satisfaction and your ability to retain them. Managers can’t really step back and say, “My job here is done,” because training is an ongoing dialogue. Managers also should be watching to see if their employees succeed in their new challenges.

Jules Miller is a free-lance journalist. E-mail her at julesmiller2@gmail.com.