Train Managers to Train
Increasingly, organizations are recognizing that workplace training and development are not only essential for retaining engaged and happy employees, but companies are also experiencing the positive impact that workplace training and development has on their bottom line.
According to Forbes Magazine, employee engagement is defined as “the emotional commitment the employee has to the organization and its goals.”1
And engaged employees can have a profound impact on their business and business outcomes. In fact, engaged employees can positively affect business profitability and productivity in staggering numbers:
- Highly engaged business units result in 21% greater profitability (Gallup)2
- Highly engaged business units realize a 41% reduction in absenteeism and a 17% increase in productivity (Gallup)3
While at the same time, disengaged employees can have a profoundly negative impact on businesses and business outcomes. In fact, disengaged workers cause massive losses in productivity – between $450 and $500 billion a year (Mental Health America).4
Workplace training and development
Now that we know why employee engagement is crucial to business operations, we want to know how to develop engaged employees. By offering workplace training or professional development opportunities to employees, employers are investing in increased employee engagement.
In fact, 91% of employees identified as high performers reported that working for an employer that offered learning and development opportunities was important to them (Ceridian).5 While 76% of millennials think professional development opportunities are one of the most important elements of company culture (Execu-Search)5 and 57% of workers ranked opportunities to learn and grow as one of the most important aspects of workplace culture (Udemy).5
Additionally, according to a report by the Association for Talent Development (ATD), firms that were above average in per-employee expenditures on training, enjoyed higher profit margins (by 24%), and higher income per employee (by 218%) than firms that spent less on employee training.6
Train managers to train
Now that we have the facts and figures to back up why professional training and development are essential, we need to understand how to implement and make workplace training and development effective.
According to a recent article by Balance Careers, one of the most effective ways to provide workplace training is to Train Managers to Train. The article suggests that by developing the training capabilities of your managers, you add value to your organization and also increase the effectiveness of your internal training .7
For a lot of us, providing workplace trainings and presentations to our fellow peer professionals, is already a part of our job. And for many of us, the feeling that our lesson, training or presentation did not leave a lasting impression on our audience is not uncommon.
At UNE Online we’ve developed a course designed to teach professionals like yourself, the theories of adult learning so you’re able to put together materials and training programs that engage and effectively transfer knowledge to your intended audiences.
The course is designed to teach students best skills and practices to employ when educating peer professionals to ensure all points made in their presentation, workshop or training; stick. After completing this course we are confident employers and employees alike will be able to utilize their new skills to provide more effective trainings and presentations in their workplace.
Additionally, this course is 100% online and totally asynchronous, meaning you never have to be online at a certain time. This flexibility ensures that your coursework will not interfere with your professional responsibilities.
To learn more about our Adult Learning Theory course, visit http://go.une.edu/adult-learning-theory.
For more information, please reach out to an Enrollment Counselor at (800) 994-2804 or via email at firstname.lastname@example.org.