Cutting Employee Training; It’s Like Throwing Out the Baby with the Bath Water
Cutting employee training! When the going gets tough, companies of all shapes and sizes look to “tighten their belts” to weather the storm. Belt tightening, of course, means cutting costs. Since employees are the largest controllable expense in most businesses, they are often the first to go. Not far behind, are company programs deemed non-essential to the business. Training and development programs are some of the first to disappear.
LET ME THINK ABOUT THIS . . .
Certainly, corporate training at any level can be expensive. It stands to reason that business leaders see training as discarded “bathwater”, forgetting the baby inside. That bathwater is the cost. Is it worth the time and effort to look for less expensive means of training in order to preserve the baby? Why should companies spend any money on training their employees?
Despite the depths of the great recession, corporate profits are at all-time highs. Yet there is evidence the baby has yet to return. You may have read of the contemporary “skills gap.” You know, those articles about jobs going unfilled because companies cannot find candidates with the necessary skills.
The Skills Gap
Spend a little time on the Internet searching skills gap and you will find professional employment recruiting firms who claim the problem is due in large part to no company interest in training people to fill the jobs they have. Recruiters claim more and more businesses want employees who can “hit the ground running.” Why bother spending money on training and development?
However, hitting the ground running can be dangerous. Especially when you don’t have any idea what you are doing, where you are going, and how you are supposed to get there.
You can find multiple top ten reason lists for why companies need employee training and development. When you cut to the essentials, there is only one reason. That reason is customer satisfaction.
Employee satisfaction is one of the most frequently cited reasons for training and development. It is true that investing money in training is a demonstration a business means what it says when announcing to the world that its employees are their most important resource.
Certainly, satisfied employees will take better care of customers than employees who don’t find much to like about what they do or where they work. But there is more to it than simple employee satisfaction.
Regardless of the type of business, customers want to deal with employees who know what they are talking about. Employees who hit the ground running the wrong way can cause lots of problems. Think of your own experiences as a customer. How frustrating is it to ask a question of an employee who is capable of doing nothing more than pleasantly smiling back at you?
Customers want knowledgeable employees. They want employees who know the business in which they work inside and out, backward and forwards. Customers want employees who know enough to help them solve the problems they are facing, even to the point of suggesting alternatives the customer never considered.
It would be nice if some academic researcher somewhere took the time to sort through the thousands of customer service horror stories for commonalities. It’s a good bet many could be traced back to employees who didn’t know what they were doing. This applies to all businesses regardless of what they do. All businesses have customers of one sort or another. And they all want the same thing — knowledgeable employees. Rather than look for the tiny few who may already understand your business, isn’t it plain old common sense to hire quality people and train them?
Could it be Poor Employee Training?
Did you ever wonder if something other than price is driving consumers out of your business and into the waiting arms of a competitor or perhaps online merchants like Amazon? Could poor employee training have something to do with it? Would taking the time and trouble to head out to a local business only to be confronted by employees who clearly haven’t a clue about the products they are supposed to be selling have something to do with it?
Learn more about our training and strategies to create a more productive work, happy home, and prosperous you with the Balance & Harmony topics and links below!
Author, Trainer, Life Organizer®
Melinda Smith, CPO® organizes and executes action plans, training, and consulting. Great referrals are business owners, executives, and companies looking for sustainable change. Above all, she can help create a more productive work, a happy home, and a prosperous you.
Especially relevant is the fact that Melinda has worked with companies and individuals for over 20 years. Conducting workshops across the East Coast, they include over 60 cities in 19 states. Equally important focus topics include Strategic Thinking, Teambuilding, and Organization. As well as Balance Strategies, Stress Management, and Embracing Change.
After all, Melinda was one of the first 200 in the nation to achieve a Certified Professional Organizer status. In addition, she is also a graduate of the Western School of Feng Shui (pronounced Feng shway).
Melinda has owned Balance & Harmony 360², Inc., since 2003. She is also the author of The Complete Guide for Balance & Harmony OWL Kit. In addition, this kit consists of a book, workbook, and F.O.C.U.S. Journal as well as five products to help organize Work, Home, and You.
Melinda’s training, books, consulting, advising, and speaking options, as well as where to purchase, visit:
Website Store: www.balanceharmony.com/store