Why employee training should be protected and not reduced

Businesses – especially SMEs – have found themselves making tough choices of late. The rise in National Insurance costs continues to make an impact, and as a result, CFOs and their like have made cuts and reductions across several areas in order to compensate for this. 

Sometimes it’s benefits that face the chop, for other organisations it’s people – whether that’s wholesale redundancies or removing a few roles. But when training and employee development comes under fire, it’s time to make the case for not just keeping this safe, but actually thinking about further investment in this area. 

And with research, such as this 2023 CIPD survey, reflecting the shrinkage of workplace learning, the time is right to remind employers why it matters. 

Why training needs to remain a priority

Growth and improvement: An employee may start their career journey within your business with the skills to do their job, but what makes them increasingly invaluable is how they are nurtured and developed internally. Regular training courses and learning opportunities show an authentic willingness to invest in staff. 

More effective, engaged team members: Whether this is for hard skills like coding or training on a new process/technology platform, or what are perceived as the soft skills such as leadership, presenting, or conflict resolution, the outcome is a more rounded, effective, and knowledgeable team member – who will grow in confidence and should contribute more to the success of the business – regardless of other challenges that may be going on.  

In a related article on the power of development for employees from Peak Review Learning, this was summed up as: “Knowledge can be relevant in one moment and outdated in the next. Without access to learning and development to keep knowledge up to date, other skills or attributes lose their impact.”

Boost to productivity and engagement: A further benefit is that upskilling people – especially if this training is around a system upgrade or new equipment that’s integral to business – has a positive effect on productivity and profit, while increasing motivation. Employees move beyond the sense they are just cogs in the machine and their self-worth manifests in efficiency and output. And furthermore, targeted training should align with strategy, so staff will gain a greater understanding of how they are contributing to a current business direction.

Loyalty equates to longevity: Attracting and retaining good people doesn’t just centre on salary and the obvious perks such as health insurance. During recruitment, employers should expect to be asked about training and career development opportunities – and acceptance of a role may even hinge on this. If a prospective hire asks: “What’s on offer to develop my career?”, whoever is in the recruiting seat needs to have some answers at the ready, as this is a sign of someone who wants to be there for the long-run – with investment seen as a two-way street.

Innovation inspires more innovators: When training and learning becomes embedded in a company’s culture, employees often want to be part of that. Good training programmes can often be quantified by a participant’s willingness to pass on that knowledge and seek out further development opportunities.

Many companies now have innovation incentive schemes – with regular opportunities for team members to present their own ideas. At the very least, encouraging the spirit of innovation can lead to further self-development.  

Training needn’t be an expense or extra-curricular activity: The traditional learning model was to send someone on a course or bring in an expert for a few days. That of course can be costly, and at a time when businesses are focussed on the bottom line, taking staff away from the day job to take part in training may feel unnecessary. 

Right now, there’s a plethora of recognised online learning and development programmes that are accessible at any time, so people can pick them up when they can for a fraction of the price. The tools and insight available across platforms such as LinkedIn Learning is huge – and for those who may be reluctant to sign up for group training or keen self-starters, this is a worthy alternative.

Everyone benefits from training

From those mandatory courses on fire prevention and anti-bribery laws through to specialist learning which may even come with a recognised qualification, everyone benefits in your business from training. Providing employees with enhanced knowledge and new skills shouldn’t be treated as a ‘Nice to have, never mind if it slips off the radar’ mindset. When deployed and managed correctly, it’s the bedrock of loyal, engaged, and better-equipped staff who’ll utilise these talents for the good of your company. And you can’t put a price on that. 

For more insight and advice on how Howden can support your business through insurance solutions as well as HR training, talk to our specialist team today on.

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