The positive impacts of employee training and development within a company – WAU
When investing in employee training and development, a manager is not only empowering and empowering his team, but also contributing, for example, to greater productivity at work and retaining talent. The work environment becomes healthier and results start to appear more often.
One of the main duties and responsibilities of a manager is to make the most of the professionals who are part of his team, right?
That is, in addition to being responsible for the strategies that will be adopted and tools that can be useful, for example, he also needs invest in employee training and development.
As much as these practices are more associated with the professionals recently hired by a company, they need to be broader so that your company potentializes the work of each employee.
In addition to increasing the chances of your team delivering the expected results, it is a way to invest in talent retention.
But this is not just what training and employee development brings benefits to your company.
How about, then, knowing a little more about the importance of adopting these practices, the options that may be useful for your business objectives and some examples of efficient strategies in this regard?
Next, we’ll cover:
Continue reading and clear up all your doubts on the subject!
What is employee training and development?
In a practical way, it consists of a company’s investment in actions that will help your employees to evolve and develop specific skills and knowledge that can be useful in their roles – whether to learn to use a tool or to become a leader.
Courses, specializations, classes, training, in short, the possibilities are many to work on the qualification of professionals within a company.
This practice is, therefore, a way to invest in those who are already in your organization, identifying possible points of improvement and needs to achieve the objectives and goals set during planning.
Focused mainly on long-term results, this type of strategy is fundamental for carrying out an efficient work of people management.
After all, in addition to being a way to enhance the performance of those who are already part of your business, they are practices that show appreciation by companies, serving as a way to strengthen this relationship.
As much as they walk together towards the same objective – qualification and greater productivity of professionals – these two practices have slightly different definitions and actions.
The trainings, for example, are focused on teaching a specific skill or activity, such as using a Marketing automation tool or a CRM solution.
Want an example? It is January 2020 and the Human Resources sector is looking for a professional within the company who can lead a team in a new project that will only be launched in the second half of the same year.
When finding a candidate who fulfills almost all the requirements, HR can invest in training to train professionals as a leader.
Meanwhile, development, as the name implies, is focused on the qualification of existing skills and knowledge on the part of those professionals.
In other words, in practice, it represents the use of actions such as courses or workshops that seek to improve a certain activity that that employee already performs in their work routine.
To illustrate better, let’s follow the scenario of the example above: to compose the project team in the second half of 2020, HR also looks for a professional who understands SEO.
However, as this project is very important for the company, it needs someone who is an expert in the subject and the development of these skills can be put into practice.
What is the importance of investing in these stocks?
Understanding the benefits and advantages of investing in these practices is the best way to decide whether it is worthwhile to apply some of these actions within your team.
Therefore, we have separated some gains that your organization will reap from investments in employee training and development. Check out!
With so much competition in the market today and increasingly demanding consumers, it is essential to make the most of the resources available to your team or company.
After all, any waste in an ineffective strategy or in a professional who is unable to perform a certain function in the way it is expected can mean, for example, the loss of customers to its competitors.
By putting resources into actions that contribute to the development and qualification of your company’s employees, the tendency is for you to increase productivity in the work environment and, consequently, achieve better – and greater – results.
According to a survey by Education First, companies that invest in these practices are likely to grow 5% more than those who don’t.
Correction of any company weaknesses
Another way to achieve more satisfactory results is to avoid waste and failures that end up compromising, for example, the performance of a specific strategy, right?
Regularly monitoring the work of each professional to find out what training can be applied, you end up strengthening your company as a whole.
You can observe a tool that remains to be used in your organization and the competition already uses it, a strategy that you cannot apply, in short, it is much easier to protect yourself from external factors and minimize your business weaknesses.
With the right practices, the tendency is for professionals to become more qualified and, as a consequence, the work performed is even better.
Greater employee engagement and motivation
When you are concerned with the professional development of your company’s employees, you are bringing them closer to the organization. Consequently, the tendency is for professionals to be more motivated and engaged to carry out their duties in the work environment.
After all, how can you be indifferent to those who invest time and resources in their qualification?
No wonder, a study conducted in 2015 with professionals from Raízen Comércio S / A indicates that the investment of companies in training and development of its professionals is directly related to the motivation index their. The answers are clear: 80% of respondents pointed out that this is a true statement.
Easy talent retention
In addition to feeling more motivated to perform their duties at work, investing in these practices ends up positively influencing two very important issues for any manager: talent retention and turnover.
According to a report produced by LinkedIn, 94% of employees would stay longer in a company if it invested in their training and qualification of professional skills.
So, if you are struggling to keep the best employees motivated or even away from your competitors, making sure they have the tools they need to develop can be an interesting path.
The returns for your business are numerous and one of them is to get even closer to those who need to produce daily in the work environment.
Improve your company’s reputation
With the digital transformation, the connection between professionals has become much easier and, consequently, their experiences in companies that work (or have worked) are simpler to be found, after all, there are exclusive websites for this purpose.
Therefore, investing in these practices can contribute to the strengthening the reputation and recognition of your company in its segment.
The tendency is for employees satisfied with the company’s appreciation to insist on showing this feeling.
Currently, the best professionals are not only looking for a good salary, but also want other benefits and advantages, such as the creation of an organizational culture that has as one of the objectives the valuation and qualification of those who are part of that company.
Believe me: other professionals will know about this posture.
With professionals more satisfied in the work environment and willing to stay in your company for longer, the tendency is for you to achieve more consistent and long-term results.
Of course, it is important to present quick results, however, for a healthy growth of your business, regularity is a very important factor and will only be achieved with the most engaged employees.
By investing in employee training and development, you end up, indirectly, contributing to the strengthening of the entire structure of the organization.
Motivation, engagement, retention, productivity, reduction in failures, reputation, in short, it is essential to find resources available in your budget to invest in these practices in a precise way.
What are the main types of training available?
Another positive point when investing in training and developing employees within your team is the variety of options that can be used.
Thus, it becomes easier to fit the training to the objectives of your company, increasing the chances of really having a positive impact on the results obtained.
We separate some examples!
Culture and organizational climate are increasingly important factors within a company and, therefore, it is necessary to facilitate the adaptation process of new professionals who will be part of that structure.
The onboarding of employees is, therefore, a set of actions to make new hires fit more quickly to the profile, values and methodologies of that organization.
How many talents are wasted because they are not used in the right functions or do not understand exactly the activities they need to perform?
Problems like these can be solved using an employee orientation program. It is up to the manager and the HR team to guide the professionals – especially those who have just arrived – in the right direction.
Technical trainings are also very common practices for professional development within a company.
The idea is to allow the employee to develop a skill or knowledge, how to learn to use a tool that can be useful for the organization or even how to improve their ability to lead a team, for example.
Soft skills training
As good as an employee is in the performance of his main job – the skills known as hard skills – in the work environment, other characteristics are also important for his performance: soft skills.
Communication, team spirit, creativity, organization, in short, actions that are complementary to their primary function and that can be developed in specific training.
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What actions to put in place to implement this concept?
Now that you already know how the training and development of employees is important for the success of your team and, consequently, of the company you work for, how about understanding how to put these actions into practice?
We have separated some steps that you must follow to implement this concept within your organization. Check out!
Identify possible benefits
The first step in creating an efficient employee training and development program is to find actions that can benefit your business.
There is no point in investing in these strategies without a concrete objective behind the actions that will be carried out. It is essential that the professional understands the purpose of taking a course or learning to use a tool.
One way to do this is to better understanding your company’s goals. That is, to know what are the goals that need to be achieved and what actions can contribute to facilitate this task.
Crossing this information, it becomes easier to identify, for example, which training or improvements are necessary and, in fact, will be useful for the growth of that professional and, of course, of your company as well.
Find flaws that can be improved
Another important task for the HR team is to identify flaws and skills that need to be developed in the work of each professional in a company.
Some may need a focus on group work, for example, while others need to learn to use a particular tool that will be implemented within their organization.
The more personalized this analysis, the greater the tendency to identify training and practices that are really effective for the evolution and growth of the business as a whole.
One way to do this is by creating a structure that shows all the ideal skills that employees in a particular industry need to follow and what are the positive points and what needs to be improved in each employee.
Define the methods to be used
With the identification of what needs to be improved in each professional, it is time to assess which of the methods will be most efficient to facilitate their development.
Factors such as difficulty, learning time, available hours of the employee and urgency of these skills are the most important to be analyzed for ensure the choice of actions that are most effective for the stipulated objective.
An example? Have you identified that new employees are taking too long to fit in with the company’s operations?
The solution may be to strengthen onboarding actions, giving them an immersive experience in the environment in which they need to fit.
Do you need more technical knowledge from some employees? Invest in technical training to improve this knowledge.
Regularly evaluate and monitor results
Even after the application of the necessary measures, the work is not finished, in fact, it is far from that. Therefore, be sure to regularly monitor and evaluate the results obtained by training and development actions applied to your team.
As we said, offering these practices just for the sake of offering will only represent a waste of resources, you need to have results.
Determine objectives to be achieved before implementing this strategy and, thus, it will be possible to verify if the training is, in fact, efficient to obtain the expected results.
In addition, it is important to identify those situations in which the development work is not over and support is still necessary for the growth and qualification of that employee.
Which companies have already successfully adopted these practices?
In addition to knowing how to apply these practices within your company, it is important to know some positive examples, right?
Some organizations are true references when it comes to employee training and development.
We have listed some of them for you to understand how important these actions can be!
Domino’s is known for its fast customer service and delivery of its pizzas. For this, it needs to have employees trained to perform these tasks and the company’s focus is on onboarding.
The idea of the program is to accelerate the learning process of new hires through gamified simulations and practical activities that encourage employees to learn faster.
An example is a game in which the professional needs to assemble a personalized pizza at a certain time.
The difference is that he can follow his evolution, overcoming previous marks and increasing his engagement and knowledge of the functions he will need to perform in his work routine.
Another leading company in its market and focused on the qualification of its professionals is Amazon. After all, your differential is always to deliver a satisfying experience to the consumer.
In other words, she cannot allow an employee to arrive unprepared and disoriented to, for example, perform the service at the SAC. Therefore, it invests in training these professionals even before they are hired.
Amazon’s actions are the most varied, such as paying 95% of the enrollment of new employees in courses that they can practice their duties in and also conducting a month-long program for intensive training and the training of new leaders.
Thus, the employee already better understands the scenario that he will be part of, facilitating his adaptation and increasing his productivity more quickly.
With the adoption of employee training and development practices, your team tends to become more efficient and productive, in addition to ensuring that employees professionals feel valued and motivated to perform their functions and tasks. In practice, all parties win and goals become more achievable.
Now that you know how the training and development of employees can be important for the success of your business, how about knowing some techniques and tools that can help in this mission?
Check out how the Eisenhower Matrix can increase your team’s productivity!