How To Get The Best From Your Employee Training

Think a second… Are your employee trainings giving you immediate results? Maybe or maybe not.
Look up many courses and their content. You will see over-flogged theories. But some of these are needed, where relevant.

Many dwell too much on frivolities … the syllabus being too heavy. Your staff don’t need to be back in school, in the strict sense of it.

They are simply employees who just need new skills. Now.

To serve the company and the market. And to empower themselves at the same time.

In the curriculum, you will see the delay in getting to the point – that is the real “practicals”. That is, the skill that is in dire need. Long duration more than necessary, are added to justify the training fees.

Overall, no wonder your staff may feel bored at these sessions. Be it in-house or off-site. It doesn’t really matter.

I know there are some cultural undertones in some organizations that turn a blind eye for obvious reasons.
An attendance jamboree and the accompanying expenditure are fought for.

Granted, there are also “psychological carrots” that are dangled at some uninterested staff to attend workshops and trainings.

By the way,  for trainers; do not fear. Trainings can still be logically brief! There is an ethical way to go about it—with both parties and students happy for it. Yet, same fees can still be charged.

HOW TO GET GOOD RETURNS ON STAFF TRAININGS

If you have limited finances and you cherish the best for your staff, best use of time and money; this is what you should do:

  • Scrutinize the course content. The course content should DESCRIBE how it can QUICKLY transfer the needed SKILLS with clear direction.
    For instance, a tighter programme will give better results. Better experience.

FINALLY

Leave the fluff out of the syllabus in many trainings, to students at schools. They have all the time…

For businesses; a good return-on-investment (ROI) on trainings must be a double win.

Namely, to improve performance at the workplace and the fallout of empowering such staff for life.

Let me into your experience…

 

 

 

JP Morgan and A.I : Lawyers At The Cross Road?

For the aspiring and those entrenched in the legal profession, JP Morgan bank is moving in the direction of the Artificial Intelligence platform.

Below are my general thoughts on careers and the different “highly skilled” professions:

1) In the evolving phase of fast paced new knowledge, there will be opportunities; there will be losses.

One needs not mention the emerging list of winners and losers.

2) There will be unprecedented profit for some and bankruptcy for others. That’s the 21st century.

3) As an aside, young parents have to look again at the career plans/choice for their kids in this light. Expectations based on old fashioned assumptions may fail in 10+ years.

4) Professionals and CEOs must be more circumspect. What has worked till now may NOT continue to be. Yet your stakeholders wont want excuses!

5) Finally, nearly all industries will eventually meet their points of inflection. Changes in technology AND changes in social behavioral patterns would be the driving force

Your Employees, Your Business and You!

Jobs should not be personalized around a team member. That is a recipe for failure in performance. The duty or job description should come first and the right staff should be matched accordingly.

For a young small-business you can employ a basic entry-level staff that you can train, to imbibe your organizational culture.

If it is feasible in your industry – delay employing overqualified personnel since they are already used you to a different work culture, possibly coming from a bigger establishment than yours. And they are equally set in their ways.
Bring such caliber of staff in, only when very necessary. (You will know as your industry and your goals would dictate)

Do not be in a hurry to hire but don’t waste time either to let a disgruntled or uncooperative staff go — after due diligence. (Many years back, a new venture of mine collapsed before my eyes because of sentiments I had for my two old staff who should have been asked to go) If you have to fire: follow your labour laws and prior agreement.

If your business gets sick and dies, nearly all the employees fraternizing and praising you as a nice boss would leave.
It happened to me more than once.

You will feel betrayed, lonely and suddenly naked!

Even if the business is doing well, any of your staff could still leave based on their own best of judgement. It is simply about self-preservation at play – a free world.
(The two above left on their own accord when they realized the ship had capsized.I Couldn’t stop them…)

So don’t get too sentimental, take care of your business too.
Of course being courteous to your staff is a humane thing to do. It is also expected that such gesture would translate to a high morale, with positive results for the business and good customer experience.

It is a delicate balancing act, managing human resources in any enterprise. There are theories and tools for guidance but there is also a place for a matured and emotionally balanced leadership.

It is not easy. It comes with well-honed social experience, critical observation and intuition.

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