Whilst there will always be bad hires who fail to perform whatever you do most employees are productive and willing to learn. Providing different forms of training and useful exposure to the industry they’re working in is instructive.
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By taking a progressive approach to providing the chance to learn and grow within the company, it encourages staff to pursue higher goals and may lead to higher staff retention rates too.
Here is how to provide better training to employees.
Be Open to their Attending Business Conferences
Whilst talking online with industry contacts and other colleagues is valuable, nothing beats collecting a like-minded group of professionals to meet in person.
Bringing thought leaders together is an opportunity for selected employees to attend conferences to listen to keynote speeches and participate in tailored classes on topics that are not discussed elsewhere.
Of the top conference destinations, Thailand should be on the list. Bangkok is a key hub within Asia as it connects to the bustling Southeast Asian region. Along with world-class conference centers, there’s also convenient transportation, a well-regarded local cuisine, and an amenable culture.
Look at Short and Long-form Courses
Whilst some companies will invest in certain members of staff who wish to be sponsored to study a higher degree, that’s not affordable across the entire workforce.
Companies should, therefore, look for shorter training courses that allow employees to expand within their role and/or learn enough to be in line for a promotion. Adding new skills and qualifications to their resume makes them more employable.
Focus on short courses that provide practical skills that can be readily applied in the workplace, rather than purely academic theories. For example, a warehouse manager can take a logistics course and a computer programmer sent on a course to learn a new programming language.
Develop In-house Training Too
While major courses should be outsourced to training course providers, there’s a case for creating a package of short courses run in-house.
Ideally, these are single day to 5-day programs designed to put one or more employees through a highly tailored program that specifically relates to the work performed at the company. As such, it isn’t going to be knowledge they can acquire elsewhere.
When appropriate, create multiple levels to courses that are frequently required to let employees build their skills incrementally.
Use On-demand Video Training as Needed
When Standard Operation Procedure documentation is not available, look at short videos to fill in any gaps.
For instance, there’s nothing wrong with an employee who needs to brush up their intermediate or advanced skills on Microsoft Excel and jumps on a YouTube video tutorial to do so. Similarly, taking an inexpensive or free course on Udemy or another learning platform is also appropriate.
Build training time into the weekly schedule for all employees. This way, they won’t feel guilty about training during working hours.
Employee training and growth takes many valid forms. Conferences certainly have their place, as do formal external and internal courses, and online videos. If it helps employees to perform better and more confidently, and grow with the company, it’s worth the investment.