You may have heard of something called the skills gap. Thanks to emerging technology, the gig economy, and increasing automation, the skills needed are constantly changing and evolving, quickly.
The aforementioned gap widens when organizations struggle to hire and retain employees with the right skills. And while the skills gap isn’t what the organization is doing, unfortunately, it’s their problem to fix.
Attend the training provided. It allows you to focus on specific learning outcomes, budget requirements, and business goals, regardless of the location or size of your cohort. But why are you still considering customized training solutions?
Why you should improve the training of your employees
Skill opportunity is a fun and scary word to describe the discrepancy between the skills you as an employer relies on your employees to have, and the skills the employees actually have.
Not only does inequality make it difficult for organizations to recruit skilled workers, but it also makes it difficult to retain flexible workers.
59% of employees believe that training improves their work, according to Survey Monkey, and 62% are inspired to stay up to date with current events in their field. And Linkedin’s 2019 Workforce Learning Report found that 94% of employees would stay longer at an organization that invested in their learning.
So, not only are you insuring against potential gaps but also improving productivity and efficiency, encouraging employees to continue to be invested in industry events that affect your organization and promoting work culture. Win-win.
It means ‘tailored’
It is important to note that innovation does not mean immutability; if anything, your training solution should be flexible enough to be optimized. Consider this: if your current teaching programs are designed to ‘push’ the learning curve to students rather than encouraging them to ‘pull’ the knowledge themselves, you may find enthusiasm and engagement decrease.
In this way, ‘customization’ does not only mean building a training program that addresses the knowledge gaps in your organization, but creating a personalized and flexible learning experience for everyone in your operation.
Adapting the training to schedules (eg part-time vs full-time), priorities (family or second jobs), and preferred delivery (self-directed, group work, teacher-led, online) itself teaches employees to adapt-develop behaviors.
Which allows them to deal with changing needs and skills that help them change in their jobs as well as contribute to the market competitiveness of your organization.
Benefits to your organization
The training provided by your organization speaks for itself: it meets your unique needs in accordance with any business processes or results. But apart from skill development, there are less tangible but equally important aspects of well-designed training programs. We are talking about the development of attitudes.
People can often be rigid or ritualistic in their response to problems. This is problematic when old patterns no longer inform current issues.
So, you need employees who can adjust or change in search of success. The key to flexibility is learning and unlearning, or being able to recognize that what worked in the past may not work now.
The ability to solve problems in several other important technical skills such as:
- The ability to learn
- Digital reading
- Solving problems.
Employees who are trained to change in the short term and are adjusted in the long term contribute to a successful culture that is both learning and strong in the face of confusion, especially those in leadership roles.
Get project managers; if they can’t integrate the various moving parts of the project, it’s a sure bet that the final product won’t be of high quality or delivered on time, which will affect your profits and reputation.
The most important thing
Flexibility is a lesson in thinking. Practicing flexibility creates employees who are motivated, curious about change, not easily discouraged by failure or discomfort, and skilled in their problem-solving.
Has a growth mindset
The concept of mind is often divided into two contrasting areas: Fixed and growth. Fixed mindsets believe that our knowledge and intelligence do not change. Success is mind-bound and failure is not a choice. What would you like to have at work?
It is important to focus on attitudes as training and development programs should work to change ways of thinking, not just skill sets. When employees believe that their abilities are set in stone, they will often try to prove themselves at this specific ‘level’ of intelligence.
This can create an unhealthy and competitive workplace, rather than a collaborative one that celebrates and effectively utilizes strengths.
The most important thing
Providing people all the signs that have been learned, gives your organization the value of enduring as much talent and empowers employees to want to continue learning and growing.
Let’s think about how low self-esteem can manifest in the workplace:
- Some working days are missed
- Decreased quality of work
- Reduced emissions and efficiency
- Unpleasant working environment
- Increased employee turnover.
Effective Tailored Training creates the pace and focus of the curriculum to address the needs, interests, and strengths (or lack thereof) of individuals.
It can be delivered at a time of need (‘intervention’), to practice or improve existing skills, or to develop new skills – but whatever the reason, training methods help to build a culture of trust.
Creating tailored training programs that capitalize on personal growth and respectfully address the insecurities of people who may have their skills.
Employees who are insecure are not able to try new methods or develop useful practices, hindering their creativity and success together with your organization. It’s as simple as asking yourself if you’re doing your best work when you’re not feeling good about yourself.