Why Your Company Should Be Spending Money On Employee Development

EMPLOYEE L&D TRADITIONALLY TAKES A “ONE AND DONE” APPROACH

While your brain is an incredibly complex tool and can learn to do just about anything, from juggling oranges to piloting spacecraft, it has FINITE resources, particularly short-term memory resources.

But once the presentation is over or the workshop is drawn to a close, all that really remains are a few empty coffee cups and a lingering fart that Dave from I.T. dropped around the 45-minute mark. Unless you threaten to test your employees on the course material after they’ve been trained, any reference materials are very likely going to end up in recycling or on the bottom of someone’s parrot cage.behind these programs can be critical for advancing workers’ capabilities, skills, and knowledge. But it’s little use investing money in this educationAlso, let’s not forget that, in most cases, employees just want to get the training OVER WITH. They have other things to worry about.

Once again, considering the enormous amounts of money companies spend on employee development, we should be making darn sure these programs actually work. And yet, they don’t. Or, to be more generous: they don’t work nearly as well as they should.Information can’t be referenced once the training is doneNo metrics for gauging employee educationSo, yeah, you probably are wasting your money on employee training and development BUT that’s not to say you shouldn’t bother.

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