Manager's Employee Training Guide

A CEO was asked about the cost of training employees, “What happens if you train them and leave?” He replied, “What happens if I don’t train and they stay?”

In competitiveness, Canada has dropped to 12th place out of 140 countries internationally and is now recovering from being ranked about the same in employee training. Is there a link?

A Sample Issue

The majority of employment problems arise at the front line, yet few front-line managers are trained to supervise. Their impact on performance, productivity and employee retention vs turnover is enormous. (40% of turnover is from employee dissatisfaction.)

Reasons to train employees

  • To learn proper job techniques, increase productivity, reduce cost, serve clients better.
  • To work safely, prevent accidents, injury and time loss, as well as employer liability.
  • To enable new employees to become productive.
  • To adapt to changes, new systems and conditions.
  • To broaden capabilities, take on more responsibilities.
  • To retain and promote talent.

In essence, to enhance the operations and success of the organization.

Reasons we hear why not to train,

  • Costs too much – Not always and it’s an investment that pays off.
  • Time away from the job – Its’ minimal, and there are many on-the-job options
  • I’m not convinced it works – Pick the right sources, check credibility and references.

Recommended training solutions

  1. Assess training needs carefully – What apparent needs exist? What problems will be solved? Also, which employees are ready for training (i.e. they already have the basics to build on)
  2. Plan – Determine the source for training-in-house or external experts, webinars, courses?
  3. Implement, Review and Renew – evaluate the results* to make improvements over time.

*Evaluate – Is learning apparent? Is it practical? Is it applicable on the job? Was it worth it?

High Return Training

  • Orientation – newcomers must learn the job, accelerating learning aids productivity.
  • Supervisory Management – provide the leadership and effective techniques to engage employees and enhance productivity. This is a key role, yet often training in the latest methods is not provided.
  • On-the-job training – delegate assignments, projects, problem solving tasks, etc. These are low cost/no cost options for capable employees to lighten your load.
  • Annual learning plans – what on-the-job or external training is next?

Leaders want their employees to take on more
– Let’s train them for that.

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