Ep. #20 – Why It’s Important To Always Train Your Staff

Are you offering trainings, coaching, workshops or similar to your team? If yes, when was the last time you conducted or arranged a training? Do you have a dedicated Learning & Development Manager? How do you make sure that your employees are actually satisfied with the trainings they receive?

This week we talk about an important topic that is way too often neglected until it’s often too late: holding regular trainings and workshops. Did you know that employees appreciate gaining knowledge through tainings, seminars and workshops?

Tune in and learn why trainings at work are so important and how you can easily get started even if your team is still small.

What You’ll Discover in this Episode:

  • Why giving regular training and workshops make employees happier than just a raise
  • How to get started giving training
  • How long in advance you should plan
  • How to come up with topics
  • The benefits of a L&D Manager
  • …and much more!


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Yes, a good salary is very important but so is the further education of your team. In order to keep your employees and maintain a low turnover, you as the CEO or owner have to put the necessary effort into creating an exciting learning and development environment.

Arranging workshops and seminars are not only helping your team to grow professionally but at the same time you’re creating an interesting and vibrant working environment, people will be more competitive and hence, will create better results for your company. While some of you may get goosebumps now it’s easier than you think in terms of arrangements and the sooner you start the sooner you will see a positive outcome.

How to get started

First, we need to have a dedicated person or even team that is responsible for all aspects concerning training, learning, and development. I’d suggest you appoint a person within the HR department to take over the responsibility of a Learning & Development Manager.

Depending on your expectations of the job as well your company’s size you may want to create the position of a Learning & Development Manager rather appointing someone who probably has even enough work on his plate. This Learning & Development Manager or L&D Manager then has to work with your department heads and supervisors to create training calendars.

I’d suggest you look at a few major topics and create numerous smaller training for the next 12 months. Then, set fix dates for the training for the next quarter but keep also topics ready for the remaining 9 months. Within the next 3 months, you will get enough information and data about areas and topics that may require additional training.

So, once you’re done creating the training calendar for the next three months, make sure your L&D Manager will keep it public and transparent. Send emails out to your department heads and tell them to inform their teams accordingly.

Let them arrange a 10-15 meeting where the training calendar is introduced to the teams and where any related questions are answered. Make also sure that the training calendars are visible; do a few hangouts within the office and next to your canteen or cafeteria.

1. Topics

Topics can cover literally anything: from introduction training for new employees, on-the-job training, sales training, customer handling to CPR and evacuation training. Once you start working on further training you can easily include many topics that have been previously covered; in addition, you can also add re-fresher training that you can conduct 2-3x per year.

Depending on your industry and or the topics you want to have covered you may want to look into hiring a consultant or trainer that has a specific expertise and knowledge you require. Say for example you want to boost creativity you may want to hire a LEGO Serious Play Facilitator. Or a personal coach that can help your team to start exercising and that informs about proper nutrition.

What can you if you don’t have the budget for a dedicated L&D Manager?

In case you really can’t stretch your headcount budget, appoint a person, preferably from the HR department, to be in charge of training and development. As mentioned earlier, don’t have too high expectations from that person if he or she already has other responsibilities. After all, you don’t want to have anyone burnt out.

Also, don’t appoint someone with the empty promise of getting a promotion that he or she may anyway never get regardless of how good they perform.
If there is only a handful of employees at your company, you as CEO, director or owner should be in charge.

Another option would be – again – to simply hire a training and consulting company but that will cost you easily thousand if not tens-of-thousands in fees speaking you really need to sit down and start creating a training plan.

2. The training

Say you have now a dedicated person in charge, whether you promoted one within your team or hired a person, you have to give training not just for the sake of training but to simply improve your team’s knowledge in certain but important areas. If you hired a Learning & Development Manager, he or she should have enough experience to identify these specific areas and how to conduct training.

Now the key to a successful training is engagement – therefore it’s really important that you don’t arrange only classroom style training but interactive sessions that allow everyone to participate, even those who are usually more reserved and introverted. Everyone needs to get a voice and needs to be part of the conversation.

Do something unusual or even crazy in terms of location and training process. I mentioned earlier that classroom style meetings are as boring as they sound, so why not take your team out to the parking lot for example? If there is a complex area that needs attention and requires creativity, don’t give your team just a white paper and pen but let them create their solution through LEGO bricks for example (yes you can tell, I love the idea of using LEGO bricks for training and educational purposes).

The more compelling and engaging you design your training and workshops, the more people will be motivated and will actively participate, hence, training won’t be just mandatory and JUST training but a useful experience that will benefit both, the company and attendee.

Here are a few more tips:

Arrange training and workshops during work time. Do not let your team come on weekends, after duty or even before duty. It’s your responsibility to manage and delegate that accordingly. Create lively and interactive training and give your attendees the feeling that whatever they do and contribute is of actual benefit to the company AND themselves. Your team should be excited and motivated to attend, so make sure to spark a fire in them.

How about you?

What is your experience in attending workshops and training? Do you have any particular good experience where the trainer or facilitator went out of their way to create a unique and engaging training? Or do you have any bad experience?

Head over to our Facebook site or leave a comment under this podcast on www.disrupting.asia

Until next time and keep it crushing!


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