Knowledge Center / Blog
Cost-Effective Strategies for Staff Development
What does your company do to help keep skills current or gain new knowledge to help your organization move forward? How do you keep training costs down, while still developing staff? Instead of trying to figure it out at the management level, consider asking staff what they need!
A simple anonymous survey asking staff what company- or job-related knowledge or skills they would like to develop is a great way to find out what’s needed. At The Employer Group, we asked what staff wanted to learn related to our industry, our clients, our business, and specific job-related skills. From there, you can take the highest vote getters from the survey and begin a training program.
There is usually an expert on staff, let’s say in Microsoft Excel. If Excel was a top vote-getter, ask your Excel expert to assist in developing and delivering the training. Not only does it benefit all the staff wanting to learn Excel efficiencies, but it helps the staff “trainer” help build his communication skill set. If employees want to learn more about our clients, we ask our client team members (staff actually working with the client on a daily basis) to present an overview. We may even get a client to come in for the presentation!
Training plans don’t have to be complex. Use your team meetings or all-staff meetings to present the trainings, and be creative as to how the training is delivered: Should it be a formal presentation, or can it be hands on? Does it need to be presented by a manager or can it be delivered in a case study?
Case studies are a quick and simple way to learn from actual situations that occurred at the workplace. In case studies, employees tackle an actual problem together, in a safe environment, gaining knowledge and critical-thinking skills. Employees break into groups and are given the same synopsis of a situation that happened. Each group talks about what steps should be taken to resolve the issue, and then share their plan. Case studies are powerful in getting cross-functional teams working together to learn from past mistakes and provide great service in the future.
Another simple, cost-effective learning opportunity is a Lunch-n-Learn. Lunch-n-learns are used for trainings that may not be critical, or mandatory, but are of interest to your staff and will benefit your business. This might be where you hold a workshop on Excel or offer a financial “wellness” seminar through your local bank or credit union.
Learning and development are key to your business’s success, and for keeping employees engaged and productive. The Employer Group helps work with many of its clients with these programs – how can we help you develop your team?