The success of a company is influenced by many factors that must be identified. Many users in the world of work think that to achieve good results, the only thing necessary is to offer a striking, necessary product with good benefits for the consumer, but there are many examples of companies that have failed on their way to the top even when their offer was formidable. A company is built from the foundations and the product and its sale is the visible result of all the professional network behind it.
One of the most important aspects to guarantee the good health of a business is the quality of its workers. We are not only talking about having the most prepared, but about being able to unleash their full potential and guarantee that they provide their maximum performance without the need for great and strenuous efforts. The labor productivity It depends up to 70% on this aspect. Currently, both companies and workers have the handicap of excessive competition, which entails a continuous modernization and one constant training that will avoid the stagnation and lag of the company.
Continuing to train professionals is of paramount importance so that success not only arrives, but is maintained. To do this, we will now offer some interesting advice on how to carry out good internal training for the workers of our company. We won’t regret it.
Some employers think that training should come when workers begin to show their inability to adapt to the demands of the company due to market circumstances, but this is a mistake. This learning must be a forward engine, not an emergency life preserver. So what do we do to make this practice work?
Differentiate the modality
The first thing we must define is what kind of training we will give our employees. Continuous, internal, external, subsidized… Although continuous seems the most efficient, it is not always necessary to invest in it. Sometimes annual or biennial training is enough, or simply at those times when the implementation of a new work habit requires it. Sometimes the company itself cannot offer it, but a foreign company is used that trains workers more rigorously and with better results. And if we want to save a few thousand euros, training subsidized by Social Security Is the best option.
Why do we offer training?
Establish the purpose of the employee training It is essential for it to be as productive as possible. It is true that preparation is always good, but sometimes it is not effective. A company must define the objective you want to achieve with the courses, which departments or sectors should be the recipients of this knowledge and what are the results expected from this training, since in the end it will be necessary to evaluate its usefulness. Learn it shift managementthe advanced uses of Excel, the possibilities of AI, the functions of some business management software… The more we focus its usethe greater the range of assimilation of the employees.
Harness internal talent
On many occasions, companies turn to other companies in the sector or to professionals outside the workforce to provide these training courses. Generally, they are subject matter experts that you want to teach and personalities that have shown their excess capacity to carry out certain tasks or direct a specific department.
However, companies must take into account what is known as the Talent management internal, that is, the possibility of taking advantage of the wide and demonstrated knowledge of a own employee.
Some department head, some worker with 40 years of experience, perhaps with external training for their own personal motivation. All that material that a company must exploit to achieve two things: first, recognize before the whole world the professionalism of an own employee. The second, to enhance the training of receivers thanks to the internal knowledge of the company that the teacher has, in this case a classmate.
listen to workers
Workers are ignored in certain companies where they are given little decision-making capacity. However, if we assume that we want a formation because we care about the level of these, a good way to start is to listen what needs or weaknesses are raised by employees against the market that they face daily. Surveys, reports, interviews… any of these formats can be useful to find out what deficiencies show the professionals of our company and decide which fields should be improved.
Another possibility is recognize optimal capabilities in a groupin which case the training will enhance their performance to make them the best equipment on the market.
In short, the workers of a company are one of its most valuable assets. Making sure that they will always offer the best performance is also responsibility of the bosses and managers, and a very simple way to guarantee it is through training. If the team improves, so does the brand.