Companies across the globe are using new strategies to train employees, since the days of massive corporate gatherings are behind us, at least until the COVID-19 pandemic ends. The ways that companies are providing ongoing training for their staff members has differed from one business to another, but it’s likely that one of these approaches might work for your company.
If you’re looking for ways to provide ongoing training to your employees, check out the following examples that can help steer you in the right direction.
Taking the Holistic Approach at Toyota
Car manufacturer Toyota employs a lifelong learning process that allows staff members to progress at their own pace. The company uses a platform called Core Job Role to give every team member a clear picture of what makes them good team members or leaders, and it’s up to the employee to then adopt those skills so they can shine.
“It’s not enough for people to learn the skills they need in the short term,” Section Manager Yian Baty told Planet Lean last year. “It’s where a team member takes what we teach them that really matters. So, to assess their level of learning, we don’t just measure their understanding and knowledge, but more holistically look at their skill, will and belief.”
The company also provides staff members with a development map so they can see exactly which learning and growth targets they need to meet before getting promotions. This clarity is engaging for the employees and ensures that they can grow in the way that works best for them while learning all of the skills and values that Toyota places in importance.
This approach encourages a spirit of lifelong learning that benefits both the employee and Toyota as a whole, Baty says.
Changing the Culture to Value Learning at Google
Employee training programs at Google go beyond mandatory interactions and take the shape of networking events, thanks to the company’s g2g (Googler-to-Googler) platform. As part of the program, Google employees volunteer to help their colleagues learn and grow, fostering a culture of learning at every level of the company. Because the staff members are learning from each other, it takes away some of the more sterile aspects of employee training that befalls some other companies during training events.
While you might think these trainings focus on Google-centric topics like programming and SEO, the reality is that Googlers are able to teach each other about anything, even such topics as how to fly an airplane.
With the culture of the company shifting from knowledge coming down only from the top, Google is able to make the topic of ongoing training a collaborative system in which everyone can participate.
Putting Employees in the Driver’s Seat at Facebook
When new project managers and engineers join Facebook, they become part of a seven-week Bootcamp program where they get a feel for how the company’s processes and programs work. Facebook’s platform is a strategy in which new recruiters get to decide the projects and departments
that are most appealing to them
The company then determines whether openings are available in those sectors, working to match the employees’ desires with the staff’s needs. Giving staff members this type of choice is a great way to ensure that employees know they’re valued and appreciated and that their opinions matter. No matter which approach you use to ensure ongoing training for your employees, make sure it takes place in some capacity. Lifelong learning has myriad benefits and can lead to increased productivity at your company, while also ensuring that staff members remain happy with their environments.
About the Author: Hemant Grover is a senior manager with Escalon Services, where he specializes in accounting, record-to-report, order-to-cash, procure-to-pay, and process mapping, as well as other essential business functions.