The return to offices, and the hybrid approach that many organizations have adopted, demands new ways of engaging with employees. What worked for years has lost interest. Today the emotional salary is highly valued so that companies feel more loyalty to the companies and improve their productivity.
It is not only about having flexible schedules, personal days or recreational spaces for coexistence, but also encouraging employees to feel valued and invested in them. Precisely for this reason, training is one of the best benefits that a leader can give to collaborators.
Enrolling employees in courses not only creates a sense of belonging to the organization, it also prepares them for new challenges and develops leadership skills. It is also adapting to new demands of the world and increases a higher probability of market penetration. Today, many journalists, marketers, salespeople or even more specialized professionals such as lawyers, doctors or consultants must constantly update themselves to continue competing and add value to their profile.
On the other hand, training is not only a benefit for the employee, but also for the company. According to a study conducted by the online learning platform, Go Academy, 70% of companies have managed to increase economic income due to training, since this is reflected in the well-being and quality of work of the employees. In addition, with the technological evolution of recent years, this training has become more accessible due to the many options on the internet. It should be noted, that There is no job position that does not demand new skills and knowledge that will influence your day to day life.
As a starting point, an evaluation must be made with the classic SWOT method (Strengths, Weaknesses, Opportunities and Threats) of the employee, the area and the company. This will make it easier to plan the training strategy. According to Cesar Palomar, CEO of Go Academy, there are three important steps to be able to promote new skills:
- Detect opportunity areas by area and then by employee
Go from the general to the particular so that the result is the product of a comprehensive analysis and not a combination of individuals with different skills and not knowing how to take advantage of them.
- Identifies the training that should be individual or group
It is important to know which course can most encourage the employee or a group. If you are going to train leaders, it will be much more strategic to choose who and what competence can be developed, while if you are going to promote a creative sales process, perhaps by group it can be more beneficial.
- Follow up on new learning
There is no doubt that “practice makes perfect”, albeit a cliché. It is important to transform learning into a specialty and that can only be achieved with follow-up.
Businesses have been completely transformed and, although the impact of technological acceleration has replaced many jobs, it is important to attend to human capital. Encouraging employees to continue developing will be the best benefit of a company, and the collaborator will be able to opt for better remuneration.
Editor’s note: This text belongs to our Opinion section and reflects only the author’s vision, not necessarily the High Level point of view.
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Robert Castro Huerta Communications Specialist from ITESM and Master in Human Resources from ULA. Storyteller of stories that inspire, human capital, organizational development and leadership. PR, marathon runner and content generator specialist.
