Keeping Employee’s Motivated with Training is the Right Strategy:-
During my Graduation days, pondering over which future course to take, a traditional post-graduation or a more popular MBA, I chose the latter for entering the Human Resources arena, keeping in mind my interest in psychology, presentations, learning and development and importantly a corporate life.
Soon I realized upon joining an organization that an MBA is becoming a must to hire managers. The tradition of Graduate as only criteria with work experience was no longer valid.It came as a pain to many who wanted to climb up the ladder, but could not till they completed their executive MBA courses. It was of-course, not a pain but a pleasant surprise to me.
Employers were sometimes at a turmoil whether to sponsor this education and risk losing the employee once the course is completed, or to refuse sponsorship and only give education leave breaks, resulting in employee demotivation. The company could lose an employee as a result of training. But on the other hand you could have an employee indebted to the organization for sponsoring him and also stay back a few additional years.
I learnt from my Head HR however, that the cost of having untrained managers is much more than risk losing one.
In the broader perspective, undoubtedly the training is both expensive and time consuming and while its effectiveness and returns are at times debatable, sometimes talent retention becomes a bigger issue in this context.
Here, it may be worthwhile to consider the following:
- What if you do not train your employees and they choose to stay! Everybody will be a loser… the biggest loser being the organization. A well-trained employee with a shorter stay in the organization is far better than a less or poorly trained one who sticks with you till retirement with no scope or willingness to learn. He may further spoil the work environment by down grading importance of learning with his own juniors increasing overall demotivation.
- There have been many occasions when employees complain about lack of training. They are not looking for free lunches in fancy hotels. These are the employees who have a strong desire to learn and perform better. Ignore this fact and be prepared to lose this talented lot.
- Many companies keep careful statistics of candidates screened, shortlisted and finally hired. Just add another element – how many fully productive employees have been added. It may be horrifying to see that all that investment in recruiting, hiring, and integration was going waste in the absence of proper training.
- Also this training has to be a regular practice. One day of practice is like one day of clean living. It doesn’t do you any good.
- Finally, we may not be able to always give monetary hikes/rewards to employees. We can however make them more productive, well trained in area of their choice and pertaining to the business, leading them to get more recognition by growing as a high potential employee. We build extra steps for them to climb the corporate ladder to success.
“Good training doesn’t cost, it pays”. Like Brian Tracy said: Take all the training you can get, one good idea is all you need to save yourself years of hard work.