The One Stop Solution to Training your employees is part of the evolution of management as a whole. As companies get more specialized, there are specific ways to train your employees. If you’re not clear in what your expectations are or how to train them, then employees can become confused. For example, some managers believe that employees know what they are supposed to do no matter what, while others believe they need to be taught every step of the way.

Both of these perspectives are correct. Your employees need to understand what’s expected of them, both at the beginning and at the end of the process. They also need to know how to do it in an organized manner. There needs to be a clear delineation between objectives and plans. Otherwise the solution will just be an ongoing discussion about whether or not you should implement the same objective.

One of the most common challenges with any one stop solution is the fact that there is no singular method or approach that is universally applicable. It must be flexible enough to take into account the unique ways that each company operates. Each of your employees has their own skill set and their own learning style. There will inevitably be conflicts as well. When a good training program exists, then it is possible to address these conflicts with the employees individually.

One of the key elements here is learning the impact of what is currently happening. Everyone needs to be able to identify what the goals are, and the reality is that there are multiple goals. If you have a single goal, that needs to be defined, communicated and taken as part of the overall strategy. Every employee should know how and when to give feedback. Otherwise, the strategy is worthless.

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The next key area that needs to be addressed is training. This has to be an ongoing process, even after the initial training is complete. It has to be continued because employees learn through other means, such as on the job experience and from taking a training course. If you do not continue to train, then you will not be successful. Make sure that the system is capable of evolving with the organization.

One thing that organizations often struggle with is whether to use an instructional manual, video, online course, or both. Each of these has distinct advantages and disadvantages. Each also brings additional training costs.

Ultimately, if you decide to implement either of these courses, the bottom line is to have employees take ownership over the process. You want them to feel empowered to ask questions and to push for more information if necessary. The one thing you should always consider before implementing either of these is whether or not the employee actually needs the training. If you are simply rolling the dice hoping they will acquire some knowledge, then you will likely be paying for nothing. Go with the best solution, which provides the greatest benefit to the organization.

I would like to point out one important element of this. Many companies believe that if they go all in on just one method of training, they will be able to save money. However, the truth is that they are still spending lots of money on the other two methods. Why? Because while one stop solution training can save money, you must also provide employees with both instructional videos and manuals so they can continue training elsewhere.

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I have seen a few different examples where one department has spent a lot of money and resources on training their staff and yet, everything else has continued to flow smoothly. This means that the number of employees training has actually increased! While this doesn’t happen every single time, it does illustrate that you can actually have one training session, but still have the employees moving forward with their career without any hiccups.

Now, let’s say that another department decided that they were going to go all in on training. They hired a consultant who would do all of the training. The problem was that they didn’t know how to do it. They had no direction and it cost them a lot of money and resources. In the end, they barely completed the training and were behind the 8 ball most of the time!

This may be a reality and it may be an exaggeration, but you need to have enough in place when it comes to training. You also need to know how to implement whatever system is in place. It’s all about moving forward with the program. When departments know what they are supposed to be doing, they can focus on their tasks with less confusion and stress. Don’t fall behind on training, make sure your company is not one of them.