Why training should be treated as a perk, not a burden

09 Aug 2018
Learning as a perk

When asked what employee benefits your firm offers, most will initially think of monetary bonuses based on performance, additional holiday leave for longevity in the company or even flexible working structures – typically anything that makes an employee’s life more comfortable or a job role more alluring. However, staff training is often excluded from this list, despite the fact that it demonstrates a commitment by firms to professional and personal development which allows employees to continue their journey up the career ladder. Unfortunately, in some cases, training can be viewed as a burden laid out by learning and development managers yet, we believe that training should be treated as the opposite – it can be an essential perk for any professional workplace, and here’s why.

 

Making time for development
When it comes to training, if not deemed absolutely necessary for direct career progression, many employees will be reluctant to take on any additional courses, especially during busy periods. However, it’s crucial for firms to demonstrate that time can be made and will be allowed for additional training without any subsequent repercussions. Firms can look to organisations such as Google as an aspirational example of this with its 20%-time rule based upon Eric Schmidt’s 70-20-10 learning model. The model allows employees to dedicate 20% of their work time to invest in development related to the business and a further 10% of time learning and researching totally new ideas in a bid to foster a culture of learning and innovation within the business. This may be difficult to achieve overnight for many firms but learning can happen in so many ways and firms need to think about alternative learning formats which can be just as effective as the traditional classroom-based approach. A platform such as Kaplan Altior’s Live Online system can help firms achieve this balance by providing a flexible learning environment which reduces time away from the desk while employees continue their development.

 

Help employees to choose development
Prior to accepting a new role, 46% of employees consider the benefits package on offer before making a final decision. Ultimately, training and development should be an essential part of that package. That’s because if individuals feel more responsible for their own development, which includes identifying additional learning opportunities, and it is positioned as a benefit from the outset, they are more likely to view training as a perk rather than something that they ‘should’ be doing.

 

Showcase company commitment
Implementing a solid development programme isn’t simply about maintaining records and meeting criteria, but it can showcase true company commitment to employees. 71% of Millennials in particular are likely to leave an organisation within two years if they’re not satisfied with their development. However, it’s estimated that 94% of employees would stay at a company longer if that firm displays investment in their careers, helping to minimise staff turnover figures and create a happier working environment.

 

Measure successes
When it comes to effective learning, any courses that are undertaken by employees should have measurable results. That’s because tracking the impact of training is essential to understanding its success. Whether it’s training dedicated to developing personal skills such as a Continuing Professional Development (CPD) course, or enhancing professional skills with a Professional Skills Course (HRA) or Higher Rights of Audience (HRA) course, it’s vital to understand what difference this training has made to individuals and your team. This will provide you with an insight into what drives your team members and what their long term goals are, allowing you to fully utilise their capabilities in your organisation. Any additional rewards could then be based on successes following training schemes, allowing you to integrate the two ideas. 

 

Although it can mean additional time, commitment and work, training truly should be treated as a staff benefit, not a burden. Embedding learning opportunities into the culture of a firm will aid individuals to develop their personal and professional skills, helping them to excel in client and team relationships, deliver better quality or more productive outcomes and ultimately motivate them to succeed and develop even further. Evidently, training should not be overlooked, so if you’d like to speak to us about your development programmes or about the full range of courses that we offer, contact us on: 02920451000 or email altior@kaplan.co.uk