How Training Creates Happier Workplaces

Luke Sandford | 21st December 2020

It is safe to say that 2020 has not been a conventional year. This has been particularly true for those used to working in an office of some description. As the Covid-19 pandemic has triggered mass redundancies and economic recessions, employers are looking for people with more and more skills and experience to fill their vacancies. According to one study, this is widening the skills gap even further, with “Less than 4 in 10 human resources (HR) executives surveyed report they have the skills needed to achieve their enterprise strategy.”

You can help your team remain competitive whilst boosting their wellbeing

This might sound like an oxymoron. How on earth can you use training to enhance employee happiness, satisfaction and wellbeing? It all comes down to having a great L&D programme. 

According to research conducted by findcourses.co.uk, 54% of companies believe that their L&D programmes give them a competitive advantage. In fact, companies that take it one step further and tie L&D to internal promotion are 22% more likely to have satisfied employees as well as a higher rate of staff retention.

With all of these advantages, why not get started today? This article will give you the bare bones of how to put together a great L&D programme, which can then be tailored to meet your company’s individual needs and requirements. 

Start By Looking at Your Team

You probably already know your team inside and out. But have you ever sat back and looked at your team? Take a moment to look at your team. 

As one unit, take a look at where their strengths lie, where there is room for more training and if one of your team members is already skilled in one of the areas that require more training. Once you have done this, you can begin the next stage of putting together a great L&D policy: teaching from within.

Internal Training

Asking your employees to train one another might sound odd, but it is a great way to build great cohesion within your team and boost morale. 

Say, for example, you want to give a shot in the arm to your team’s leadership skills. One of your team used to be a teacher but has changed careers. They are used to having to lead and control large groups of people and children. As such, they would be ideal to lead a session on leadership development training. 

Having members of your team lead sessions also removes the need for icebreakers as well as the storming and norming phases of group interaction. It makes for a less formal, more relaxed environment during training. 

Leading training can also be a confidence boost for the team member in question, as well as a huge morale boost for your team as a whole.

Keeping It Fun

Some training, for example, health, safety and wellbeing in the UK, is mandatory. You are legislatively obliged to hold it. But you should not stop at just the legally-obligated minimum. A great L&D strategy ensures that training is ongoing, continuous and is also enjoyable.

For example, say one of your team has an additional language. You could ask them to lead a session in the basics of that language. The rest of your team could soon be greeting one another in Romanian, Hindi, Yoruba or another interesting language. 

Additionally, exercise classes are always a strong option. Yoga and HIT classes are always popular. 

Using L&D as a Tool

According to the 2019 L&D Report, 72% of market-leading companies tie L&D to promotion. This has two main positive impacts on your company.

Firstly, your team is significantly more likely to feel motivated and satisfied in their role. If they can see that their role is evolving and is not simply stuck in stasis, then this will likely have a positive impact on your team.

Secondly, by having a strong L&D strategy in place, applicants and potential recruits can get a sense of what they can learn and how your L&D policy could be of use to them. This is more likely to attract top talent to apply to your company.

The Key Points

If you want to start putting together a great L&D strategy, then you need to start by looking at your team. You need to work out where their strengths lie and where there is room for further training and upskilling. 

Asking members of your team to train one another can create a fun, less formal environment. Similarly, having members of your team lead sessions that are more fun can also help boost morale and team cohesion.

Lastly, using L&D as a tool in recruitment and promotion can be a boost to your team as well as potential applicants. By knowing that they will not end up stuck in stasis, you are more likely to improve job satisfaction and retention rates. 

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