5 Reasons Why Your Company May Not Be Training it’s Staff

In an ideal world, every company would invest heavily in the training and development of its employees because it’s good for business. However, this is not always the case. Here are some reasons why your company may be finding it difficult to provide adequate training to its staff and what you can do about it:

1. Cost Considerations

Training programs can be expensive. They often involve hiring external trainers, purchasing training materials, or even sending employees to conferences or seminars. For smaller companies or those with tight budgets, these costs can be prohibitive. Furthermore, there’s the cost of employees not doing their regular work during training sessions, which can lead to a temporary decrease in productivity.

What can your company do about this?

• Break down training into smaller, more affordable modules.
• Utilize online training platforms. They often offer cost-effective solutions compared to traditional methods.
• Leverage the expertise of senior staff members to conduct internal training sessions.
• Equip select employees with training skills so they can train others within the organization, reducing the need for external trainers.

2. Time Constraints

Training takes time, not just to deliver, but also to develop and plan. In fast-paced industries or in companies where there is a high workload, finding the time for training can be a challenge. Employees often have full workloads, and taking time away from their regular tasks for training can seem like a luxury that companies can’t afford.

What can your company do about this?

• Design training programs that can be completed in smaller segments to accommodate busy schedules.
• Offer asynchronous training modules that employees can access at their convenience.
• Provide incentives for employees who complete training outside of regular work hours, allowing them to balance training with their workload.
• Allocate dedicated time during work hours for employee development activities to ensure they are prioritized.

3. Underestimating the Benefits of Training

Some companies might not fully understand the benefits of training. They may see it as an unnecessary expense rather than an investment in their workforce. Without recognizing the potential return on investment from improved employee performance and retention, companies might forego training. This short-term view can overlook the long-term benefits of having a well-trained staff, such as increased productivity, better customer service, and lower turnover rates.

What can YOU do about that?

• Provide evidence of the return on investment (ROI) of training, such as improved employee performance, enhanced customer service, and reduced turnover rates.
• Quantify the benefits of training in terms of increased productivity, revenue growth, and cost savings to demonstrate its value to the company. See our article on how to calculate training ROI.
• Share examples of how other companies have achieved tangible results through employee training to illustrate its effectiveness.

4. Lack of Expertise

Not every company has the internal expertise to develop and deliver effective training programs. While external resources are available, they come at a cost and may not be utilized due to the aforementioned financial constraints. Additionally, creating a comprehensive and effective training program requires a deep understanding of educational principles, learning styles, and the specific skills and knowledge that need to be taught – expertise that not all companies possess.

What can your company do about this?

• Establish long-term partnerships with external training providers like OAK Interlink who have the expertise to develop and deliver effective training programs.
• Tap into networks of experts through organizations like OAK Interlink to access specialized knowledge and resources.
• Assign responsibility for training to individuals or a team with the necessary expertise and experience.

5. Over-reliance on ‘Learning on the Job’

Some companies might believe that employees will learn more effectively on the job. While hands-on experience is valuable, it should be complemented with structured training to ensure employees have a comprehensive understanding of their roles and responsibilities. Relying solely on on-the-job training can lead to gaps in knowledge and skills, and may perpetuate bad habits or outdated practices.

What can your company do about this?

• Balance on-the-job training with structured learning. Incorporate formal training programs to complement hands-on experience and ensure comprehensive skill development.
• Conduct assessments to identify gaps in knowledge and skills that can be addressed through targeted training initiatives.
• Develop a structured training curriculum that combines hands-on learning with formal instruction to ensure thorough skill development.

While there are challenges associated with implementing training programs, the benefits often outweigh the costs. Companies that invest in their employees’ development tend to have more engaged, productive, and loyal workforces. It’s important for businesses to recognize this and strive to overcome the barriers to training.

Remember, training is an investment in your company’s future. The most successful companies understand this and make employee development a priority. If your company isn’t investing in training, it may be time to start a conversation about its importance.