Organizations have a lot on their plate in 2020. Between maintaining a competitive edge in a super-saturated market place, finding the balance of integrated tech and manual processes, surviving the pandemic, and all of the other priorities that need attention – executives and business owners need to rely on team members within their organization to keep operations smooth. The people, in any organization, really serve as the backbone. Recognizing the workforce as one of the integral aspects of a successful business also then highlights the importance and necessity of employee training.
ISO certifications are designed to build value into an organization through a myriad of tactics. One aspect that ISO certifications focus on is developing a culture of continual improvement. Company culture is dictated by the way employees and colleagues interact, the reward and incentive systems in place, and other socio-professional elements. Continual improvement is also employee-dictated, as it requires a dedicated employee to take ownership of the processes and procedures in which they’re involved, and actively search for areas that can be improved upon.
Company culture and continual improvement are only two of the many company-aspects that employees influence and passively dictate. Employees will also be the first point of contact for customers, vendors, and anyone external to the company; meaning they also have a very important role in building brand perception.
With so many vital aspects of the business being directly influenced by employees, their skills, and how they treat one another, it’s crucial for organizations to seek out the very best personnel, and to maintain a focus on employee training and development.
Maintaining Employee Training
There are many methods of conducting employee training. No matter the method though, employee training should begin from the very start of the onboarding process.
- From the Beginning – Employee training should start from the get-go. At the beginning of the onboarding process, HR should begin to define the company culture, and the expectations of the employee. Furthermore, there should be some sort of transitional period during which the employee receives additional oversight and role-specific training. Somewhere in the range of 1-2 weeks will usually suffice.
- Annually – Implementing annual training periods is a great way to ensure that employees and staff, throughout the entire organization, are receiving some sort of updated training year after year. This also keeps the organization as a whole relatively aligned in their goals and vision.
- Technically – In the era of technology this is a big one. Employees need to be empowered to use the software involved in their jobs at an optimal level. This means companies should dedicate resources to providing training whenever new software versions are integrated, or significant updates are made to the technological practices involved in the organization.
- Employee Training Incentives – Another great way to encourage peer-to-peer review, collaboration, and general employee buy-in, is to establish training incentives. This can include little bonuses to employees who take on training responsibilities. This encourages a greater level of employee-buy-in, and builds a natural avenue of training and trainers into the organization.
- Continual Learning Requirements – Many organizations want their employees to learn what makes them happy to learn. These companies will often use continuous learning requirements, which allow employees to seek the training, classes, and knowledge that most interests them, while also supplementing their industry knowledge.
Great companies are made up of great people. The importance of a dedicated, knowledgeable, and empowered staff that takes ownership of their work is by far one of the most important elements to any organization. For additional tips on employee training, or to get started with an ISO certification today – get in touch with Glacier Consulting and get the conversation about your company started.