Training In Tough Times

Support functions like training often are the first to feel the impact of difficult times. Ironically, the crunch comes at a time when many businesses may benefit from their services. Let me be clear at the outset, during lean times especially, employees should be focused on business activities that directly impact sales, service, generating revenue activities. Many training-related efforts that dont directly support these activities SHOULD be curtailed or eliminated (in fact, a strong case can be made to eliminate these efforts in GOOD times as well!) In lean times, training professionals should immediately call out their business-based performance consulting techniques. Roll up your sleeves and lets get dirty! As a performance consultant, you become a critical link between the employee and management. By talking to and observing both, you will be able to identify things impacting performance. These usually are: Clear expectations, feedback against those expectations Defines what the work is. Resources, tools, information, or access when needed Things needed to do the work. Work design How the work is performed. Recognition, motivation, self confidence Things that make people want to do the work including rewards and punishments. Skills and knowledge Knowledge refers to the application of information: do people know what to do with the information they have? Skills refer to specific behaviors that require demonstration and feedback to perfect. When addressing performance needs, the simplest solution is often the best solution and most often the quickest and least expensive solution. Lets look at some quick and dirty solutions that while not the optimal solution may suffice in these lean times. Send a memo to explain something; include what, when, where, who, and why. Hold a short meeting; provide an agenda ahead of time. Work one-on-one with an employee. Have one employee mentor another. Write a procedure; include specific steps and the results of each step. Conduct a teleconference; provide an agenda and materials in advance. Share tips and techniques in a newsletter format that can be read as needed by employees. Conduct training during non-business hours or during off-peak hours. Focus all training; cover only essential elements and ensure that specific outcomes are achieved.