I totally get it…most companies build a training plan so that they can get sales and technical reps into the field…making money. Selling and supporting the business is what the company is there for, typically. But what about ‘selling and supporting’ (developing) the people you are sending out to represent your company? Many companies have tuition reimbursement to help employees get that next degree, or training for new products that come up occasionally, but what about personal development? What about advanced skills that support their current role? Or leadership skills to help them get to the next level?
Most people would agree that backfilling roles of unhappy or underperforming employees is expensive and disruptive to your business. What if, with just a little extra effort and investment into your current team, you could keep those employees by making them happier and more effective?
The truth is that most field employees get the basic training that equips them to understand their products, the administrative requirements of the business – and POOF – they’re trained and on their own. What about negotiating skills? What about advanced product training? What about selling skills or effectiveness training? I assume those are skills that most people would agree are vital to their team’s long-term success. In fact, most managers (who we often expect to develop those field employees) either come from another company (and who knows how they were trained as a manager), or have been promoted up through your organization having only proven that they were good at their previous role. What about coaching skills? What about leadership skills? What about analytical skills? Surely, everyone agrees these are critical to being a successful manager, so why do we assume they already have them and move on?
The point is that effective training cannot be effective if it stops after the initial round of basic training. Regardless of the employee’s ultimate career goals, they must be continually engaged in learning and development. Building a plan to keep your team engaged doesn’t have to cost a fortune, or pull reps away from the field for long periods of time, but NOT building a plan to show your team you are willing to invest in them WILL cost you and your organization in missed opportunity, lost effectiveness, and turnover.
So, once I’m trained PLEASE show me you care about my effectiveness and longevity, and DEVELOP me!
Mike Repsher, Senior Partner
TrainInc. Consulting
TrainInc. Consulting 