Zig Ziglar, the famous motivational speaker stated, “Which is worse than training your workers and losing them? Not training them and keeping them!”

With regards to investing in training, there are three typical misconceptions. First: once workers are trained, they’re more likely to find better job opportunities elsewhere; Second: it’s less expensive to replace a worker than train them and, Third: some workers avoid training and regard it as micro-management. All of these assumptions are wrong. We will take a closer look at each one.

Worker Attrition

According to studies, training improves employee work output, increases work satisfaction and motivation which, in turn, increases staff retention.

Cost involved in Replacing a Worker

Concerning the cost of replacing a worker, a survey by Allied Van Lines shows that the average cost of filling one position is $11,000 plus an extra $21,000 for the relocation of a new hire. Obviously, staff attrition is costly and study suggests that it is from 30%, even up to more than 250% of a person’s total annual salary.

A Worker’s Resistance to Training

There’s possibly something of truth in a worker’s resistance to training when it’s compulsory or off-the-shelf. When training is associated with the employees’ personal and professional goals as well as to the company’s goals, it may be regarded as empowering and useful, rather than a waste of time and efforts.

Some companies regard attrition as unavoidable, due to factors such as the economy, family matters or cultural trends. But frequently the reason is internal. Ambitious workers are continuously seeking to increase their knowledge and develop their skills so they are up-to-date in their particular field.

When the company doesn’t provide opportunities for training and development, there is the risk of losing a skilled worker and end up with poor-performing workers. Employees feel demotivated because of insufficient training or learning opportunities and they are not promoted within the company, so they go somewhere else for professional growth and satisfaction. Alternatively, happier and more satisfied employees that are reinforced with proper training are far more apt to be faithful to their company.

Planning and preparing company-based training is crucial for employees. How can you make training appealing and beneficial to workers? Listed here are 8 ways to engage your employees in training:

• Provide a leadership skills training for your senior management team so that they become better at maintaining rapport with their team. Some training subjects are goal setting, conflict management, emotional intelligence, and providing constructive feedback.

• Develop trust and goodwill among your employees

• Clearly identify the necessary and relevant skills and know for which role they are needed. Make certain that all training is designed to meet the particular needs of the company and the individual workers.

• Make sure that training objectives are in line with company objectives. But it shouldn’t end there. Training should be provided for enhancing communication skills, learning languages, and cross-cultural awareness.

• Use different training methods, including both conventional training room learning and on-the-job training. Get acquainted with new learning systems, especially when developing training projects for the ‘Generation Y’ workers. Training strategy is changing quickly and e-Learning is paving the way for m-Learning; i.e. using mobile gadgets to provide particular types of training.

• Assess the impact of training immediately after the session and many weeks after to gauge the actual effect of training.

• Inspire your team by showing that training involves skill development and not a remedial effort. Don’t expect them to accomplish their typical work routine on top of one or two day’s training. Actually, a training not conducted in the office could help with team building and produce a more positive experience. Training must be something the workers look forward to and not dread.

• Provide more incentives to employees who finish the training, for example a certification, salary bonus, or a gift. Recognition of an employee is a powerful way to make him feel appreciated. Trained and competent employees hope to receive higher wages, but should understand that the company is adding value to them also by investing in them. Both the company and the employees benefit from the training.

Enabling workers to see the available career paths and equipping managers with resources to determine the jobs and employees crucial to accomplishing organizational objectives, are essential to guarantee the long term achievement of the business including its employees.

The main point here is the fact that investing in your workers is good. Companies who invest in their employees are able to employ, retain and develop the most productive and successful workers.

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