At IN2 Consult we understand that there is value in providing training to your current and future employees. We ourselves, have recently brought in our Learning & Development (L&D) Manager on a more permanent basis, having previously worked with us on a contractual basis. We believe that all our employees should be receiving training and support regardless of seniority level and experience; as there is always room to progress and develop. Whether it’s personal development or career growth, each of our employees should have access to continuous learning, development and mentorship.
We decided that in-house training was the best route for us as it meant we could dedicate the time to understand, develop and tailor training to each of our individual employees. Our L&D manager can assess any areas of improvements, key drivers and desired routes of progression and tailor a plan aligned to each person, each team and the company’s overarching goals and mission. By implementing training into the strategic plan for the business and workplace, you will be able to set long term goals, boost productivity and see great ROIs.
Integrating into the workday
At IN2, we realise that integrating training into the workday is optimal. If left to be done independently after work, there is a risk it will be de-prioritised and perhaps not taken seriously. With the breadth of benefits that training brings, we feel it should be made a priority and integrated into our consultants’ normal work life.
We suggest that you integrate training in short sessions each week. Whether a weekly catch up, a 30 minute 1-2-1, or a team training session, it will be much easier fitting a session into the workday as it will remove logistical concerns.
A key result of training is growth in confidence which has a positive impact across all areas of work. At IN2 we’ve seen this ourselves through progression of customer service, e.g. calls, business development and meetings and interviews booked. By providing in-house training you alleviate the added costs of sourcing someone externally, as well as provide the trainer with the opportunity to fully integrate and understand each consultant as individuals allowing a more personalised training approach for each team member. This will also enable the trainer to integrate into the culture of the company and its people themselves, making sure they are equally part of the team.
Cost of Living
As the cost of living continues to increase, employers need to consider employee retention. Many people jump to a salary increase, however this is not always feasible for a business and as a result employers should look to other areas of improvement such as investing in the long term growth and development of their employees.
Benefits for Future Employees
Along the same lines, as a candidate, you are more likely to be interested in an organisation that offers training, especially if integrated into the workday as this guarantee’s progression in their role and career without extra effort or risk. This would be particularly useful for someone applying for an entry-level role or moving into a new industry. Employers who offer training will be more appealing to candidates, as it demonstrates that they place importance on development, inclusivity, and appreciation. It means there is room for opportunity regardless of experience, qualifications, or credentials with higher focus on transferrable skills and cultural fit.
Benefits for current employees
As a current employee, the promise of on-going training is valuable. Not only does it make them feel valued and included, but it also ensures that there is a supportive work environment and improvement of workplace capabilities. It guarantees progression, especially if you were looking for higher or managerial responsibilities in the future.
Using an in-house trainer also means that your specific goals and points of progression will be integrated into your coaching/training and that specific and relevant material and content can be tailored to you, while using real-time issues, real use-cases, and specific problems to create maximum impact.
Benefits for Organisations
As an employer; offering training will make you more attractive and demonstrate that your workplace is fair and inclusive. For current employees, it will make them feel valued and help them understand the necessity of meeting goals and expectations and their purpose within their roles, teams, and the company. You can offer training that is relevant to the knowledge and skills needed for specific industries or markets, allowing for up-skilling or re-skilling if necessary.
By including training, you can standardise the work process and ensure that similar procedure is applied within each field for example, in Finance Recruitment, ensuring that correspondence between candidate and consultant is followed properly.
You will see a boost in productivity and engagement in your workforce and an increase in profits and ROI. You can tailor your training to benefit your company while promoting social learning and collaboration which will ultimately lead to higher employee retention and satisfaction.
Types of training
When it comes to the training part, the world really is your oyster. Common areas of training are; management training for future managers or senior roles, sales training for selling services or products, trainee training for those with little to not experience or coaching and mentoring for those in entry-level roles. At IN2 for example, we offer sales training that will help our consultants to handle clients and candidates in any scenario across the board. Customer service is a great focus area for many industries as it will elevate service from gaining confidence and development in skills.
Online or In-Person?
Although there are pros and cons to both, we believe that in-person is always optimal. Although digital is a great method for delivering, we don’t think it’s as effective. It’s better for sorting content and making resources or learning material accessible, however the training part really should be face-to-face. Keeping it in-person where possible makes it more engaging and more personable, and when doing group training boosts collaboration and team building.
In conclusion
If you’re not offering training, you should be. In-person and in-house is optimal, however any training is better than no training. Training will support employees in skill growth and both understanding and applying procedures and working methods to their everyday work e.g. customer service like we do at IN2 Consult. Training will also reflect and cover any changes in market or industry changes while also promoting a positive workplace environment. Regardless of level of seniority, entry-level or executive, on-going training is always relevant and necessary.
Our Final Words
Offering training is a must if you want to stay competitive in this changing economy and with the cost-of-living crisis.