Sue Garner of Garner Training Solutions shares her expertise on how to get a return on your training budget.
Would you like to see employee confidence and competence increase?
Do you need to address urgent workplace issues to manage risk and compliance? Training is key to boosting productivity and meeting regulatory requirements. Yet, we’ve all been on training courses that make no difference to performance. So, how can you get a return on your training budget?
Is Training a Cost or an Investment?
When budgets are tight, training is an expense that many businesses cut. Is this a wise move or a false economy?
The answer depends on the training. While the majority of employees value opportunities to learn and develop skills, many also find training to be ineffective.
If you are paying for a trainer or online course and giving employees time off work, and it doesn’t lead to lasting change, it’s a cost. However, if the training is sufficiently meaningful and informative to drive fresh thinking and new approaches, it’s an investment.
In short, you get a return on your training budget by providing the right content, to the right people, at the right time.
Training Objectives: What Difference Do You Want to See?
Sue Garner is often contacted by companies that want inclusive leadership or neurodiversity training, yet they don’t know what they need. So, the first question she asks is, “What difference do you want to see?”
The first step to achieving a return on investment is identifying the objectives. What gaps in knowledge or performance have been raised in employee reviews, customer feedback and other metrics? Where can training help build confidence and competence in your team? What impact would successful training have?
When you have clear objectives in mind, Sue suggests sharing these with the team. Let them know what you want to achieve, ideally explaining the benefits to them of this outcome. Then, ask them what would need to be covered in the training for this to be realised.
In some cases, e-learning modules offer a practical, accessible and low-cost solution. Equally, performance coaching may be more effective than training in some circumstances. What’s important is that the development opportunity delivers tangible results.
Who Will Benefit From the Training?
Every employee may need or want training, but it is unlikely that they’ll all benefit from the same course. When you try to tick the learning and development box with a one-day event for all, you are unlikely to get the best outcome.
That’s because we all respond better to training that is directly relevant and meaningful to us in our role. We engage when it draws on real scenarios and is at the appropriate level for our knowledge and experience. This connection with the content drives positive change. It’s when we understand how a different approach can lead to improvements.
For this reason, Sue encourages organisations to consider who will benefit most from specific training and what might be more appropriate for other individuals. She also recommends proactively encouraging employees to disseminate information to the team after training. Let them share key learning points and encourage discussions on how actions can be implemented. This opportunity for sharing knowledge increases the value of training, as well as the chances that it leads to change.
An Investment in Training
Training isn’t a cost when it delivers a return. So, rather than cutting training budgets, Sue Garner encourages organisations to invest in upskilling managers and teams through learning and development opportunities. Follow her advice and realise improved performance and profitability!
To find out more about training, e-learning, and coaching tailored to your specific requirements, please email info@suegarner.co.uk.
