Training is a crucial function that is far too often overlooked in business. We often do not realize how important training is until it is too late. This situation is not ideal for many reasons. Maybe you are the only person trained on processing payroll and you’ve had a family emergency or would simply like to take a vacation. Proper training should be built into each job function; especially during the onboarding process. While this seems like a very basic concept, many companies make the mistake of skimping on formal training and throw new hires straight into their role expecting them to be up and running more quickly. Sometimes this approach is appropriate and effective but other times it can cost far more money than having a formal training process. Here are some benefits and techniques you can use in your business.
Cross-training is when you train individuals across departments or job functions to perform each others’ tasks. With an increase in more and more computer driven desk jobs, cross-training has become an invaluable way to ramp up employee satisfaction. Employees are able to take on more responsibility as well as branch out and do new things to keep them interested and learning. This is also a good way for companies to decrease their risk of relying too heavily on one individual.
Training & Process Documentation:
While there is no exact replacement for hands on interactive person to person training, it should always be supplemented with formal procedural documents. There is no substitute for this relationship. In a bind, you can reference the written procedures and it will help ensure that the process is followed consistently. The documents should be compiled in a professional manner that allow for understanding across the majority of users (i.e. – they should not include terminology or slang that you would need additional education to understand).
Training & Learning Styles:
Training programs are rendered useless if they do not consider their audience. It is important to understand how your trainees learn best. The most effective way to figure this out is to ask them before the training. Then at the end of the training ask them to perform the task to demonstrate their knowledge. An approach I prefer is to lead the training the first time through while the trainee takes notes. Then the second time through the trainee should drive the process and the trainer should observe and step in if help is needed or a mistake is going to be made.
Please use this blog as inspiration to create processes and train your employees – it will increase the value of your company and bring order to the chaos and at the very least allow you to take vacation!Written by: Andrea Murray TGG Accounting