Click To Tweet<\/a><\/p>\n This is a misconception, and the wording is important. It\u2019s crucial to recognize that \u2018development\u2019 is different from \u2018improvement\u2019. A common mistaken belief is that further education, courses, or other strategies aiming at \u2018developing\u2019 your workforce are aimed at \u2018improving\u2019 them.<\/p>\n Not the case. It\u2019s not so much about seeing your employees as a tool that needs sharpening, but seeing them as a whole person<\/strong> who wants to do the best they can, and needs support and help to do that.<\/p>\n Overall, we should take a wholly positive view about employees, and people. People generally want to excel. We don\u2019t want to settle for average, and often, at work, we are looking for ways to develop and grow, to do our best. But that doesn\u2019t mean we\u2019re \u2018improving\u2019, which suggests we\u2019re not good enough, to begin with.<\/p>\n Ongoing training is about planning, designing, and implementing procedures and actions<\/strong> that help your employees reach their development goals.<\/p>\n Keep your workforce happy with advancement opportunities So now we\u2019ve established that we\u2019re \u2018developing\u2019 and not \u2018improving\u2019, we need to ask why it matters. Well, there\u2019s a bunch of reasons, and many of these are common sense.<\/p>\n Firstly, you\u2019ll have staff who feel good will towards your organization. Take Starbucks for instance, who are offering baristas low-cost college degrees<\/strong><\/a>. That\u2019s an opportunity that for many would be impossible without the assistance of their employer.<\/p>\n Fostering a positive relationship and providing for your employees is something that every organization should aim to achieve. While Starbucks is a pretty extreme example, even a small recognition, or token piece of assistance can go a long way to creating a really positive relationship between you and your employees.<\/p>\n Another key point in offering your staff ongoing professional development is that it helps reduce staff turnover. According to IBM, within three years every company loses on average a massive 41% of its staff.<\/strong><\/a> It doesn\u2019t take an expert to work out that this incurs huge costs in HR, staffing, and low productivity. Not to mention long induction<\/strong><\/a> programs that put a strain on your company and your existing employees.<\/p>\n So those are in a nutshell, the reasons why ongoing training matters. We could go on and on about the risks of having a high staff turnover, a dissatisfied workforce, and overall not doing enough to help develop and grow your employees, but we\u2019d be here all day. The question then is exactly why having staff receive ongoing training leads to improvements in work satisfaction.<\/p>\n People who start a job without adequate training will almost always experience stress and anxiety. Not feeling confident in what you should be doing at work is a really distressing experience.<\/p>\n Even if you receive good training<\/strong><\/a> at first, it\u2019s important to get regular refresher sessions, because knowledge tends to slip over time. And as our jobs and our working lives change and develop, new protocols, codes of conduct, and ways of doing things are added, so the need for extra training becomes difficult to ignore.<\/p>\n When we\u2019re provided with continuous training<\/a> to move with the times<\/strong>, stay up-to-date, and feel on top of our game, it shows in our work. We tend to take more pride in what we do.<\/p>\n If you feel that you\u2019re an expert and at the cutting edge of your field, you\u2019ll also tend to express your opinion more, rather than just think \u2018the boss knows best, let\u2019s go with their choice.\u2019 The result of this is that your staff are more engaged, happier to speak up, and feel more secure and able to cope with their job. This feeds into overall employee job satisfaction.<\/p>\n If you feel valued and useful, waking up in the morning isn\u2019t such a chore.<\/strong> Even making cold calls suddenly takes on a more important sense of responsibility.<\/p>\n And while money can be a factor, it\u2019s not the factor. While some people want to take on a master\u2019s degree, do extra training, or take on more responsibility so that they can get a nice raise and buy a new car, for many people it\u2019s not that important – even if they don\u2019t realize it yet.<\/p>\n As long as we have our living expenses covered, we find happiness isn\u2019t necessarily in getting more 0\u2019s in our salary, but in feeling valued and doing something that matters. By providing continuous training and helping employees to \u2018see the big picture\u2019, you empower them to feel that they matter<\/strong> and that they\u2019re respected and valued.<\/strong><\/p>\n Maybe it\u2019s an idealistic view, but it\u2019s one born out of real experience and interviews. Places exist with no professional development opportunities and high salaries. While it works in the short term, it leads to workers waiting around just to get paid, not engaging with their work but sticking around for the money.<\/p>\n It\u2019s time that we recognize that people need to feel valued and satisfied to do their best and give 100%. Without a staff training plan, you can\u2019t provide employees with what they need to succeed<\/strong><\/a>.<\/p>\nIs ongoing training the same as improving staff performance?<\/h2>\n
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\nSo why does ongoing training matter?<\/h2>\n
It makes staff feel valued<\/h3>\n
It makes your organization more efficient<\/h3>\n
How does continuous training lead to job satisfaction?<\/h2>\n
Really, it comes down to valuing your employees<\/h2>\n