Staff development in addition to training is often taken lightly. There is training….and there is training and developing. Unless you have actual dedicated trainers on your team, we depend on other staff leveled employees to train assist with training. Your staff level trainers will only pass down the specific tasks at hand and they end up being limited to only what was taught to them. Unless, it starts from the top, they won’t be developed to think outside of the box, trouble shoot or foster the culture you wish your team to have. We often think to ourselves “by the time I invest the time to train and develop anyone, it would be easier to just do it myself”…… It may be true in the short run, but your team will be limited to be of help to you to accomplish much more.
We as managers, should work smarter since we’re already working as hard as we possibly could, to develop a strong workforce to share some of these responsibilities and take care of the tasks that won’t require your expertise, but your oversight. If you take the time to work with the team, involve them with the tasks and projects. Most people want to be helpful and do a good job. Start with your key leaders of the team. It’s up to you to develop or fine tune your key leaders to carry out your expectations and standards to the rest of your team. They will help channel down your culture to the team. You and your team would be able to accomplish so much more and cover so much more ground together.
In order to develop and maintain a strong workforce in an effective way, they need some – TUFFness from you and your key leaders, not to be confused with TOUGHNESS >>> Time, Understanding, Follow up and Feedback!
Time – Investing the time to train and develop will go a long way. The time you do put into training and developing will help build a strong work force you can depend on better for the long run.
Understanding – Getting your team to understand the objective of the tasks and overall operational goals will provide clarity to why they’re doing what they’re doing and what they’re trying to accomplish. This would allow them to think beyond what they’re mechanically trained to do.
Follow up – Go back and check on what you trained the team to do. Confirm the tasks are being done correctly to your expectation. Don’t wait until errors are discovered.
Feedback – Provide feedback and acknowledge the positive actions they’ve accomplished. Diplomatically provide feedback on anything they could have done more effectively and solicit their input.
Fostering an environment where training and development is important would help build the culture throughout the workforce, which ultimately would provide employee satisfaction and empowerment to elevate their skills to be more of a help to you and your organization.