Why You Should Invest in Employee Training

Posted on May 22nd, 2019 in E-Learning, Leadership Skills, Learning & Development.

The benefits of investing in staff training are many – for them and for your business.”

Here’s the bottom line. Your willingness to invest in staff training and development can inspire your workforce to work harder for your business.

Many businesses put a lot of emphasis on human resources being the most valuable asset. Unfortunately, this is often the exception rather than the rule.

Further than providing salaries and bonuses, managers should strive to reward their employees in more meaningful ways to show their appreciation. This is why managers should be investing in employee training and development, not only to increase overall productivity but also to engage staff in ways that acknowledge them as more than just a number in the business.

Need more reasons to invest in your employee’s training? Here are 5!

1. Attract and Retain Superior Talent

When you train your teams through the right training programmes, you give yourself and your company the opportunity to demonstrate a positive approach to employee development, which will help overcome hiring process hurdles and employee retention problems.

Employees, you see, regard training initiatives as a way of upskilling and improving their craft, knowing that such efforts will develop their own skills, improve their employability and serve the company, too.

For example, when you sponsor sales training programmes, your salesforce gains new insight and improves their selling skills, while developing self-confidence and a more positive work attitude.

What’s more, your reputation as a great employer who cares about your staff’s development will soar. The more your staff develop their skills, the more you create a talent goldmine, giving your business some serious market edge over the competition.

2. Identify Employees for Promotions

Identify Employees for Promotions

Trained staff are the perfect pool of candidates when it comes to future promotions. That’s because you’ve given them the opportunity to develop higher levels of competence. With this talent pool at your fingertips, you don’t have to look anywhere else for qualified candidates for managerial and even executive posts in your business, which are often best given to an insider, anyway!

As your employees will already be familiar with your company’s operations and organisational structure, you can be confident that they’ll complement the goals of your business.

3. Increase Employee Engagement

Investing in employee training is the perfect way to help them take their minds of the day to day grind for a little while. When you don’t give your workforce the opportunity to participate in different productive activities, like training courses, they’re a lot more likely to become unhappy and less motivated with their daily work positions.

What’s more, your staff are more likely to remain loyal to the business when they see you’re willing to invest in their training, from enrolling them in courses to allowing them to take e-learning courses or attend conferences.

Overall, your willingness to invest in your team’s training and development inspires your employees to invest as much hard work and dedication as they can into your organisation.

4. Savings for Your Company

When you provide quality training for your employees, they emerge creative, confident and highly skilled. In turn, this increases their ability to fulfil their work role and become more efficient. In other words, the most effective training programmes are the ones that empower your employees to become multiskilled, thereby extending their skills across different areas.

As that happens, it becomes even easier for you to tap into your workforce’s diversified skills and their ability to perform a range of functions, or even transition them into other roles within the company. As a result, your employees feel appreciated having greater or more flexible roles in the business.

5. Shaping the Future of Your Business

Shaping the Future of Your Business

As you incorporate employee training into your organisation, you’re likely to find it necessary to update the training that you provide. You’ll need to think ahead in terms of how to design or refine your training methods in the long-term and make them even more responsive to your employee’s goals, needs and interests.

What’s more, you’ll need to make sure that your business keeps up with current trends or compliance requirements in your particular industry and decide whether those trends warrant a change in company culture or customer service. If this is the case, you can develop a new training framework and keep forging ahead.

It should be noted, though, that employee training and development is a shared responsibility between employees, managers and the business. When correctly planned and implemented, the benefits gained encourage significant growth at both organisational and individual levels.

So, let’s take a closer look at how you can make sure your employee training programmes are as effective as possible.



Once you decide to invest in your employee’s training, you need to set your business up for success. Fail to do so, and your employees may feel as though they’re victims of unfocused training and resent their wasted time. If they don’t see any benefit, you can guarantee there won’t be any benefit to your business.

Here are nine useful tips to ensure your employee training programmes are a big hit for the business and your workforce.

1. Support from the Top

It should go without saying that successful employee training programmes need leadership sponsorship. Leaders need to make the effort to communicate to the workforce early on just why training is essential and how it can help them. It’s a message that ought to be reiterated, too, with a full review of the training intervention both pre and post course.

2. Keep Talking

Training programmes should never be a one-off thing. Make an effort to keep talking about training and upskilling and provide employees with the tools and knowledge for change. The company’s role is to keep that conversation going. You’re not going to fix or improve anything in a few hours, so it’s better to follow up with ongoing employee discussions.

Another way to keep that conversation going is to provide your workforce with the resources they need, like podcasts, articles, resources and more. You may even want to incentivise your staff for completing their training programmes.

3. Make Sure Employees Want the Training

You’re never going to be able to guarantee that your employees want to be in training, but there are a couple of ways to increase those odds. One way is to talk to your staff and find out what type of training they want, or what they think could benefit their productivity. Another way is to get them to complete surveys about training, or ways in which managers believe their team could improve. A good approach to performance management can help identify learning opportunities.

4. Ensure Good Coordination of Learning Interventions

Ensure Good Coordination of Learning Interventions

Choose an engaged employee who will coordinate the training programmes. You need someone who knows the topic and understands the benefits of the training. When learning is poorly managed and communicated, the participants are unlikely to feel engaged in the process. They must recognise the importance of the learning and a strong approach to coordination will help ensure this.

5. Let Trainers Know How the Training Ties to Business Goals

Let trainers know why a topic is essential and exactly how it fits into your business. You need to put some thought into it before committing to any specific training course. Learning objectives and outcomes should be thought through from the start. Too often training is put together with no real thought as to what the business expects people to do differently after the event.

6. A Clear Description of the Programme

It may sound simple, but it’s certainly essential. The programme description needs to be completely clear so that your employees know what to expect, and they’re excited to participate. If the description is intriguing, that’s even better. Make sure to use statistics, facts and examples in course descriptions to help employees realise the importance of the course.

7. Don’t Forget to Debrief

It’s crucial for leadership to do a debrief after a training programme. It’s an excellent way to ensure that the training is effectively communicated and that opportunities for growth are not wasted.

8. Timing Counts

Timing is important. Understand your business’ busiest time of year and avoid scheduling training courses at those times. Instead, determine the slowest time of the year and give your staff something to look forward to in terms of upskilling and learning new things.

9. Collect Data Before and After Training

Collect Data Before and After Training

Use surveys or other feedback methods to measure things like employee attitudes and engagement towards work before training even starts. The topic will determine what exactly you measure. Importantly, ask your employees if they’ve applied the training to their respective roles.

Research tells us that learning opportunities and development are vital for employee engagement. Just have a look at some of the figures:

  • More than half of millennials agree that the opportunity to upskills at work is a desirable employer quality and makes for competitive wages and better staff retention.
  • Belief in upper management is a strong engagement driver, with development being the second.
  • Most millennials report that learning something new, or having access to ongoing training, makes them stay in their jobs.
  • Employees who are given a chance to undergo training are more likely to spend their career with their organisation.


It’s plain to see that if you want to keep your talent, you need to offer your employees the opportunity to grow and develop their skills. What’s more, your entire business can benefit from the new-found knowledge and productivity boost, and there’s bound to be greater employee engagement and motivation.

With all that in mind, can you afford not to invest in training your workforce?