The Acend E-Zine

Retain & Engage
Top Performers

It’s tempting to think, “Why should I invest in training? They should be lucky to have a job in this environment!” That shortsighted approach won’t get you far.

Training is a vote of 
confidence in the future

Your team is already on edge about the recession. One in five staff thinks that senior management isn’t doing enough to see the organization through these tough economic times. In small organizations, that number jumps to 1 in 3 staff.

Training correlates to organizational successWe know that, eventually, the economy will turn around. In the meantime, prioritize training to help your team do better today, and position your organization for successful recovery.

Training investments keep your team feeling prepared to do their jobs, despite today’s increased pressures. It’s also a tangible way to demonstrate your commitment to their growth and to keep them focused on their future within your organization.

Invite your team 
to identify the gaps

You may already have a sense of the skill gaps in your priority areas. Even if you are confident of your assessment, invite staff in those departments to contribute to the list and help establish their own training priorities.

As we know, many of your staff may already feel underprepared to perform their jobs successfully. An invitation to speak up may increase their interest in finding the way forward together.

As you work together to zero-in on training priorities, remind them to keep the focus on present needs.

If a staff member suggests a training opportunity, work with her to identify the following:

• What activities will you need to practice after the training event? 
•  What additional resources (e.g. coaching, tools) will you need to practice effectively?
• How will we give each other feedback about your learning progress?
• How will we measure and celebrate when the training has been successful?