Staff Training and Development

Train the boss First you need to know what your needs are by making sure you are properly assessing the skill sets that should be bolstered.

I recommend:  Contact Score, a network of experienced business people who can offer free or extremely low-cost advice on how to approach training. Download a guide to developing training plans at Go2 and consider the tips on budgeting for implementing it.

Evaluate your needs Assess your training needs from the basic skill building of front-line customer service providers to leadership training of your next generation of managers and then tailor the training by cost and sophistication.

I recommend:  Check out the breadth of online training at Learn.com, with automation software and services on the high end compared to the Sales Institute, which sells inexpensive training handouts on topics such as handling angry customers.

Sometimes it’s free Take advantage of free offerings from government agencies and from entities that contract with the government.

I recommend:  The U.S. Small Business Administration offers free training in classrooms and online on everything from building your brand to marketing fundamentals and how to find startup funding. The online courses are 30-minutes long and self- paced.

Be practical A lot of managers and line supervisors don’t need instruction in high concepts but practical training in how to handle situations they face every day.

I recommend:  Sample the down-to-earth offerings of Richardson Co., which, for $30 a course, can instruct supervisors how to legally handle a union organizing campaign or a foreman in how to motivate a who-cares worker in the factory. Try Employee Development Systems for $49 a course to help a supervisor organize his thoughts for a better report.

Evaluate the pros and cons The key to making sure you have spent your money and staff time well is evaluating the training that your employees go through.

I recommend:  : Download sample forms to evaluate the quality of the training and discuss the findings. Do some test drives of online training to be sure you are getting what you want.

Keep it in-house All the whiz bang high-tech training may not give the flesh and blood value of learning from someone on your staff.

I recommend:  Get training for an employee who can then teach the rest of your staff, saving you the expense of sending multiple people away for training.