A Catalyst for Unlocking Training ROI: 7 Key Strategies for Managers

Why do investments in training and development often seem to fall short of expectations? Why do companies frequently lament that the returns on training initiatives are not yielding substantial returns. The reasons are manifold, ranging from misalignment between people development strategies and business goals to inadequately designed development programs and a lack of managerial involvement. This article sheds light on an often overlooked but critical factor in achieving successful training outcomes: the active participation and support of managers.

At H.C. Bonum, we've found that one significant and frequently neglected root cause of suboptimal training ROI is the failure of organizations to engage managers in the employee development process actively. Employees often embark on training journeys without a clear understanding of the program's significance to their success and the organization's goals. This is a gap that no amount of external communication from the training company can bridge. It's akin to a farmer neglecting to prepare the soil before planting seeds and expecting a bountiful harvest. In essence, it's a shared responsibility: while trainers play a vital role, managers are indispensable in facilitating the process.

Additionally, many managers feel left out of the loop when it comes to training program design and execution.? This invariably leads to the adoption of poor management support practices by some, such as expecting employees to juggle their daily responsibilities during training, often citing that "training is not a holiday" or insisting that "what's learned in the classroom is theory, and we do things differently at work." Such misalignment between the organization, managers, and employees inevitably hampers the effectiveness of training and development efforts.

Managers serve as the linchpin in this trifecta. They bridge the gap between the organization and its employees, playing a pivotal role in ensuring that both parties derive maximum benefits from training programs and employees successfully apply their newfound knowledge and skills in the workplace. Consequently, it's imperative that managers are not just included but actively engaged in the training process, so they can provide the right degree of management support that significantly enhances the return on investment for training initiatives.

Below are 7 ways in which managers can empower their staff and ensure training programs yield tangible benefits for employees, their teams, and the organization.

1.????? Active Engagement in Training Planning: Managers should actively participate in the planning and development of training programs. It should not be left to HR alone. By aligning training content with specific team and individual goals, managers can ensure that training is relevant to their team's needs. Before training commences, managers should communicate clear expectations to their team members by outlining how the new skills and knowledge gained from training will be integrated into their roles and contribute to team and organizational objectives.

2.????? Pre-Training Preparation: Managers should encourage employees to prepare for training by supporting them in setting aside time for pre-reading or research related to the training topics. This preparation primes them for learning and helps them engage more effectively during training. Also, full workload up until the day of training does not cultivate the ideal learner mindset.

3.????? Active Participation in Training: Managers should actively participate in the training themselves whenever possible. This demonstrates commitment to the process and allows managers to better support their team members' learning. Making guest appearances, giving keynote addresses, mentoring and experience sharing are great ways to participate in employee development.

4.????? Goal Setting, Action Plans and Regular Check-ins: Managers should collaboratively set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals with employees based on their training outcomes. These goals should be integrated into their performance and development plans. Managers should schedule regular one-on-one check-ins with employees, post-training to discuss their progress and challenges in applying what they've learned. Managers can offer guidance and address any barriers to implementation.

5.????? Create a Supportive Environment: Managers should foster a culture that values continuous learning and encourages employees to apply new knowledge and skills without fear of failure. Managers should allocate time for employees to practice and apply what they've learned during training. This might involve adjusting workloads or schedules temporarily to accommodate learning and skill-building. Training is not a silver bullet and managers should give room for experimentation and continuous improvement whilst providing constructive feedback and recognizing efforts to apply training outcomes.

6.????? Encourage Peer Learning: Managers should promote peer learning by encouraging team members to share their experiences and insights gained from training. This can lead to the exchange of ideas and best practices among colleagues.

7.????? Recognize and Reward Success: Managers should acknowledge and reward employees who successfully apply their new knowledge and skills on the job. This recognition reinforces the value of training and motivates others to follow suit.

Effective management support is the linchpin for the success of training programs. Managers who actively engage in the training process, communicate expectations clearly, and provide ongoing guidance and support create an environment where employees can thrive and maximize the benefits of training. By implementing these 7 strategies, managers can play a crucial role in ensuring that their staff not only gain valuable knowledge and skills from training but also apply them effectively in their daily responsibilities, ultimately contributing to the organization’s success.