Many individuals who are in business-management positions or who own a business with multiple employees begin with the idea that employee training should be handled by someone outside their operation. They often believe the employee should come to them fully trained and ready to produce. While this is not completely out of the question for many businesses, it’s important to include in-house training as part of doing business.

In some situations, leaving the training programs to outside providers results in knowledge and skills that are helpful but not necessarily part of the business focus. One of the key factors to be included in training, whether in-house or contracted, is communication of expectations.

Factor #1 - In most settings, this is better accomplished with the supervisor, manager, or owner ensuring those expectations are not just in line with company goals, but ensuring that the expectations are the company goals.

Factor #2 - Start a successful training programming with emphasis on the interview process and recruiting quality people. This makes future training programs much more effective.

Factor #3 - When you are considering whether or not to provide training for your employees, think in terms of engaging them and retaining them. The vast majority of hourly and salaried employees do not feel truly engaged in the company operation.

Factor #4 - Be prepared to measure progress toward company goals. Not only will this help your company be more successful overall, it will be essential when you try to understand the value of future training programs.

Unproductive?

Factor #5 - Company managers, even company owners, tend to hold onto unproductive employees far too long. While it’s certainly difficult to show someone the door, you are less likely to find yourself in this position if you’ve recruited the right people and given them the training they need to contribute in a positive manner.

Factor #6 - Consistent training as the company grows, and as products change or evolve, will keep your key designers and engineers current in your industry. Failure to provide this type of upgrade/refresher training may mean you have individuals who were capable in the past, but might struggle in the future. This inconsistency may be more expensive than training!

Factor #7 - Focus on individuals. This may require you to train employees in small groups or even create programs for one or two individuals. Find out which training programs will work best by discussing individual goals and interests.

Factor #8 - Think of training as an investment, with improvements in productivity and customer service as return on investment. The measurable goals mentioned earlier will be an essential element of this concept.

When you evaluate your goals and objectives in comparison to expectations, which they do at Cambridge tech hub and other key organizations, make sure you give constructive feedback. If the employee review is overwhelmingly negative, see Tip #5.

As a way of tying all these items together, be sure you are not placing barriers in the path of an employee. By contrast, your thinking should focus on how to make their path less stressful.