As a training professional, I’ve always thought of training as a requirement. Companies need to provide training to employees in order for them to be successful.
But I’ve seen a couple of articles lately that have me wondering.
The first was a post over at Workplace Learning Today titled Young Workers Want Learning and Development Over Cash Bonuses, Company Cars. The piece talked about people looking for ways to constantly improve versus instant gratification incentives (read: perks).
The other was a post by Ann Bares at Compensation Force blog. Her post explores the idea of including training and development under the umbrella of total rewards.
I really enjoyed both of the posts because they reference something I’m starting to see more of…turning professional development events (whether it’s in-house or external) into a way to reward and recognize employees.
Instead of companies saying “we have to conduct training”; they’re saying “we want to conduct training.”
Organizations are using training and development as a means to demonstrate how much they care about their employees. It’s a benefit to both the company and the employee. They’re letting employees know that the investment being made by the company is because they want employees to be successful.
On the flip side, employees are telling employers, training is valuable to me now and in the future. If you want me to stay, train me. Sandra Porter, human resources director for Starbucks, talks about training and employee retention in this interview with The Telegraph.
I know it might sound like I’ve taken this conversation full circle. But I’m not sure I have. I always thought training was an obligation. Oh sure, there’s “required by law” training but that’s not what we’re talking about here.
Maybe in today’s knowledge economy, training should be reserved as something special. For people who do a fabulous job. Individuals who will take the information and better themselves and the company along with it.
What do you think? Should training be a reward or a requirement?
Image courtesy of Marion Doss
2
John M. Failla says
Also, having been a learning professional for over 15 years, I can say that I feel that there has always been a difference between ‘push training’ and ‘pull learning.’ I use this model quite frequently to distinguish compliance training versus development training. And when you through in informal learning, it adds a 3rd dimension to the model. For my current organization, we require push and reward with pull and have informal learning enabled all the time.
Great post that really spoke to me.
Thanks,
John
Jennifer V. Miller says
Sharlyn,
Where would you place management/supervisory skills training?
Sharlyn Lauby says
@John – Thanks for sharing. I like that you added the component of informal learning to the mix. I’m hearing more about the need to recognize informal learning in organizations. Even though it will be a challenge to measure.
@Jennifer – Thanks for the question. I’m seeing more organizations view management and supervisory skills training as a reward for employees who work hard, have a desire to learn and demonstrate a commitment to the company. Versus a requirement to prepare a person for future responsibilities (that may or may not happen).
@markrabate says
Sharlyn,
Great post. I have on both sides of the training “table” and I have always found that, like any education, people get more out of it if they want to be there and learn. It seems that when training is a requirement, we (all involved) lose a lot of the benefit because people may or may not want to be there. Using as a reward, and having an engaged audience makes it so much more enjoyable!
Sharlyn Lauby says
Thanks for the comment! You’re right – all training must have a clearly communicated WIIFM in order to be effective.
Keith McIlvaine says
Love this idea Sharlyn, a great way to positively put training into employees minds. Along the same line of thought, rewarding employees with going to a conference or seminar (non-classroom setting) is a another great reward as well. Still training, just in a different environment.
Love this!
Sharlyn Lauby says
@Keith – My apologies for not replying sooner. I totally agree that conferences (especially ones in super nice places) can be used as an employee reward – in addition to the learning. Thanks for the comment!
Guy Farmer says
Great post Sharlyn. I tend to view training as integral to the growth and success of an employees. Leaders and organizations show their employees they care and value them by providing opportunities to grow and succeed. The more intelligent, fulfilled and satisfied our employees are the higher the likelihood they will do a great job for us. Training is one of the ways that we show our employees that they really matter instead of just telling them.