Importance of Developing and Training Your Team

Whether you are an experienced or a first-time manager, developing your team is an important part of your job. And with what you have experienced or been told, you know that team is amazing, performing at their best, displaying a high level of efficiency along with being proactive. If additional steps or actions need to be initiated, they are up for it. Even with all the boxes ticking right, there is still a room for improvement, because perfection is a myth. Everyone needs training and support; it’s just not only for the new hires. People are eager to grow, both as individuals and as a team. So, your job as a manager is to assess the requirements and prepare an adequate training program to support their career progression.

In small or medium-sized organizations, a manager dons multiple hats – recruiter, trainer, and team leader. In larger organizations, the Human Resources or the Learning and Development departments are likely to provide training and career development opportunities.

But as a manager, you work closely with the people in your team, hence you are in a better position to identify what training they need to perform better and deliver the appropriate training at the right time.

Why is training necessary?

It is an organized activity that helps in boosting the technical skills and knowledge of the employees which in turn will help them deliver their work with confidence. The dynamic world that we live in introduces us to new technology and a newer way of doing things, hence it’s imperative to stay updated. It enables the new, as well as existing employees, to get acquainted with their jobs while adding to their job-related knowledge.

What are the training objectives?

• 1. Increase efficiencies in processes, making employees competent and up-to-date with industry best practices.
• 2. Reduce attrition rate as some study suggests that it costs anywhere from 16 to 66 percent to replace an employee who quits. Hence an important part of training is to give context to an employee’s role which makes them feel like a relevant and valued part of the company.
• 3. Addressing the training requirements of the employees and upskilling them to do new and different tasks will keep them motivated.

How to identify training needs?

• 1. The hardest part of developing your team would be - where to start and how to start the training from. Begin by reviewing their job descriptions and then understanding their development needs.
• 2. Have a one-to-one conversation and a team meeting to understand what they require and look forward to in training, individually and as a whole team.
• 3. Gather specific information about what they need to be successful in their roles which will help them feel positive about developing themselves and contribute to the company.

Choosing the right method of training

After the areas of training have been identified, it’s time to choose an appropriate training model. Usually, most employees learn through experience and conversations like on-the-job training or an instructor-led session. Then there is a concept of active training that involves using games and role paying to impart training while making it fun.

For any plan to work, you first need to have a conversation with your team. Communication is the key. Find out about your team member's goals, interests and identify the areas you can train them in, how the employees and organization can stand to gain from it. It is essential to increase productivity and keep the employees motivated which will help in cost reduction and also get your people ready to face competition with confidence.