Why Small Businesses Should Meet Employees’ Training Expectations

Employee training has taken on new meaning. Due to the pandemic, workers missed regular training experiences provided at work in the past.

Most small businesses want to provide training for employees. They know that educating employees can make a difference to their bottom line and keeps workers engaged. But business leaders and managers often aren’t sure of the training topics to offer. Employee training doesn’t have to be complex, but it’s essential for business growth. Learn why small businesses should meet employees’ training expectations.

Enhances retainment
Research shows that 94% of employees say they will stay longer on the job if their employer invests in their learning.

The cost to replace a good employee adds up. The Small Business Administration reports that, on average, the cost to replace an employee is typically 1.25 to 1.4 times the position’s salary.

So, for small business owners who value their workers, good training modules provide excellent value for their investment.

Supports business growth
Many small businesses struggle to balance budgets and maintain growth. Providing quality training experiences for employees can help support business growth and prepare your company for the future.

Often, small companies have difficulty finding qualified employees to fill positions. Research shows that 75% of business owners/chief executive officers are worried that a lack of essential skills in their workforce threatens their future growth.

This situation gives an excellent opportunity for owners or managers to cross-train employees for other positions. Workers learn new skills and become experts in areas that can further engage them with your business. It’s also good for business growth. You’re training employees who have a vested interest in your company. Plus, they already know your customers and products.

Builds expertise
As a small business owner or manager, you have the advantage of knowing most of your workers. You are familiar with their skills and probably can think of knowledge and training that could help them do their job better. This is an excellent place to start to put a training strategy together. Make a list of employees and their job responsibilities. Add notes about each worker’s current skills and new ones they could acquire to help your business grow.

Now ask employees for a list of skills and knowledge they’d like to develop. Also, ask employees for a list of jobs they’d like to learn more about and learning experiences they’d like to create. Merge these lists together and you have completed the first step in developing your employee training strategy.

Puts teams in charge
In today’s workforce, employees want to take responsibility for their learning. They want to work with employers to put a training program together.

Business owners or managers should oversee the training program content, but they don’t need to take full responsibility for the content. Ask employees for suggestions on training modules to develop to communicate best and teach the information. This could include a variety of pictures, graphics, text or videos and voiceovers prepared by employees. Next to your list of topics, note the format that best fits the content module.

Now it’s time to ask workers to help you develop the modules. Keep the content short – less than 10 minutes. (Learn more about microlearning.) Make a short quiz for each module to check employees’ learning. Review this blog for tips on using online training software for employee learning modules and creating a training strategy.

Saves money
It is easier and less expensive to keep qualified team members than to hire and train new ones. Plus, it takes a while for new employees to fit in and take on responsibilities. After several weeks, new employees may quit because they discovered the job isn’t what they expected or maybe they don’t fit in with other team members. So, by training existing employees for new positions within the company, you’ll save money and time, and you’ll keep them engaged with their work.

Sources:
LinkedIn
PwC
Small Business Administration