Training Is Expensive

The cost of providing training is high. Hiring a trainer is often the least expensive part. The investment of time and the “salaries in the room” can be much more expensive (not to mention work that isn’t getting done during the training). But, training is a necessary component to create high performance. Managers must do their part to ensure they get the most out of their training investment.

Why Is This Important To Me?

Years ago, I was a training manager for a large company with more than 400 people in our department. I partnered with the management team to help us get the most out of training everyone in the department. We were purposeful with getting the most out of training including a major role that most managers don’t think about.

3 Things Managers Should Think About

#1: Before Training

Meet with your employee before they attend any training to discuss why they are going to this training. As a manager, you should be able to clearly articulate why this training is important for your employee to attend. Discuss your expectations while they are attending the training and what you both expect them to bring back to their job. In other words, talk about what they should be able to do after the training that they aren’t able to do now.

This discussion provides great clarity so that your employee knows what to do while they are at the training to get the most out of it. Too many managers say that it should be obvious. I can’t tell you how often it is not obvious to the employee. You are giving your employee a gift when you are clear about your expectations.

#2: During The Training

Plan ahead of time for how you will handle the employee’s work while they attend the training. It is not okay to pull an employee out of training to address an “emergency” back at work. Plan for how you will handle emergencies when they arrive during your employee’s training. Plan for who can back your employee up while they are at the training. Decide if the “emergency” can wait until after the employee finishes the training.

Any time you pull an employee out of a training session, it is very difficult if not impossible to regain the momentum created during the training. I have seen more times than not, that the employee never gets back to the training. Almost all that has been invested in the training for the employee is lost.

#3: After The Training

As soon as possible, meet with your employee to discuss the training they just attended. Ask them what they learned from the training. What was good about the training and what wasn’t so good (so you can give feedback for the trainer and better prepare for future training). Determine together the actions they will commit to do now so that they can practice and implement what they have learned.

Training Is Not Enough

Who doesn’t want training to be the silver bullet to create high performance? I wish it was, but training only starts someone on the path to high performance. In order for training to be worth it, what is learned must be implemented and practiced. As a manager, work with your employee to provide opportunities to practice what they have learned.

What Have You Done?

• How do you make sure that you get the most out of training?
• What are your techniques or strategies?