Training Tips

Learning Methods

How to Increase the Value of Training? 
Ask Employees to "Co-invest" In It

How important is training? As Brian L. Jeffrey, a professional speaker, author, and consultant in sales management, points out: "In Sweden, employees receive an average of 200 hours of training a year. In Japan, the average is 170 hours. In the U.S. and Canada, the average is a pathetic seven hours."

This anomaly, Jeffrey maintains, stems from the attitude of managers who say, "Why should I train my people and then have them leave to go to my competitor?"

Training is a morale builder, says Jeffrey. It shows staff that a company is prepared to invest in the future of employees. And while the sales management expert concedes that employees can and do take newly acquired skills to competitors, he says this is a short sighted rationale that overlooks two factors:

  1. Hiring appeal. Companies that provide training attract a better quality employee.

  2. Loyalty booster. Good employees tend to stay longer with companies that provide training.

One way managers can minimize the danger of a company losing its financial investment in training is to share this cost with the employee. They commit to half of the tab by way of a "forgivable" loan that is voided if the employee stays with the company for one year after receiving the co-pay training. Additional benefit: by asking employees to co-invest in training, you increase its intrinsic value to employees--and also pinpoint those reluctant to make this investment in themselves and their careers.

Brian L. Jeffrey, The Sales Wizards Secrets of Sales Management, 
Sales Force Training & Consulting, Inc., 1451 Donald B., Munro Dr., Carp, Ontario, Canada. KOA1LO. 
As reprinted in The Working Communicator.

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