Why Are You Wasting Money on Your Staff? #LearningCulture #FosterDevelopment

 Why are you wasting your money on educating your staff?

Let me put it another way. Do you build your own computers? Do you fabricate your own pipes? Do you engage in time-consuming research and development to create a better engine, pen, chair or bookcase? No.

But you do you ‘invent’ ways to transmit learning to your staff, when there are services out there who have developed the skills and experience to do it for you, right?

I would argue that using external resources makes more sense.

Photo by Jimmy Nilsson Masth on Unsplash

In the current work market cultivating a dynamic work environment, where skills are constantly evolving, investing in continuous learning is no longer a luxury but a necessity. To achieve this, enlisting outside training support can be a strategic move that brings numerous benefits. Cultivating a thriving learning culture within an organisation is pivotal for fostering development.

It enhances staff morale and improves retention rates. These represent significant returns on your investment. I mean, would you purchase any state-of-the-art equipment then refuse to maintain and service it?

Why then would you do that with your valuable human capital?

Photo by Jimmy Nilsson Masth on Unsplash

External training providers often bring fresh perspectives and expertise that internal resources may lack. They offer specialised knowledge and up-to-date insights that align with industry trends and best practices. By tapping into their resources, organisations can expose their employees to cutting-edge techniques and methodologies, keeping them ahead of the curve. This not only enhances individual skill sets but also elevates the overall competence level of the workforce.

Qualified trainers can inject new energy and excitement into an organisation’s learning initiatives, making them more engaging and impactful. Their delivery style and interactive sessions can engage participants, fostering a culture of active participation and knowledge sharing. This  accelerates learning and creates a buzz   - driving greater enthusiasm among employees.  

I'd  argue that bringing in external training support sends a powerful message to employees that their growth and development are valued by the organisation. It demonstrates a commitment to investing in their future and providing them with the tools they need to succeed. This can significantly boost morale, as employees feel recognised and empowered, leading to higher job satisfaction and loyalty.

The scalability and flexibility that internal training departments may struggle to achieve can be offset by the experience and knowledge a facilitator can provide. Whether it's delivering specialised workshops, providing personalised coaching, or facilitating large-scale training programs, external experts can tailor their services to meet the specific needs and objectives of the organisation. This agility ensures that learning initiatives remain relevant and effective, adapting seamlessly to changing circumstances and priorities.

A sound closing reminder is how enlisting outside training support can yield a higher return on investment by maximising the impact of learning initiatives. By leveraging the expertise of external providers, organisations can optimise their resources and achieve faster results. This not only drives performance improvement but also contributes to cost savings in the long run by reducing the time and effort spent on trial and error.

Building a learning culture is essential for fostering development, boosting morale, and retaining top talent. But it is just that; something that must be built. By enlisting outside training support, organisations can harness fresh perspectives, enhance engagement, demonstrate commitment to employee growth, achieve scalability and flexibility, and maximise return on investment. Investing in external training is not just an expense but a necessary strategic investment in the future success of your organisation.