Common Myths about Training

Frequently in our job one hears half-truths when it comes to training. In this article we clarify those myths and the real short, medium and long-term benefits that provides to employees and employers:

  • Train them and they will leave. Does this actually mean, "Let's keep our employees with us and untrained or under-trained as the current market demands?" An organization that develops its people becomes known! Their reputation is better. Recruiting becomes easier, and therefore attracts the best and brightest people available: individuals who are self-motivated to improve.

  • It costs too much/it isn't in the budget. Any action that improves the value of your organization will definitely require some sort of investment, from a new piece of equipment up to a major improvement of our office facilities. As an entrepreneur you should ask yourself the following questions:

  1. What are the costs associated with one of your new or existing equipment investments?

  2. How much will this equipment help if the people running it don't fully understand it?

  3. Ask your accountant to calculate the cost of ignorance, that is, the cost of a lawsuit or the cost of an injury from improperly using the equipment?

We include in our annual budget a line item for maintenance and equipment. In fairness and equity, should we do the same for our single greatest asset: our employees?

  • There is no return on training. If learning creates little or no return on the investment dollar, why do parents want their kids to attend college? The life-long value of education cannot and should not be measuredon a short-term basis. A well-designed, well-run training program can create magnificent returns on the investment. Motorola calculates a 30:1 return on training; of every $1.00 the company invests in training, it gets back $30.00 in productivity gains in a period of three years.

  • We haven't got the time. Many government and local transportation agencies are in competition with privatization and have increasingly tighten their budgets. Are under-trained employees the best solution to this job trend?

In order to motivate long-term commitment from our employees, we must drive learning by the following strategies:

  • Guarantee employability, not employment.

  • Promote visible, action-filled learning. 

  • Encourage continuous, life-long learning.

 

Adapted from: Common Myths about Training ILLINOIS INTERCHANGE