Director-level training and a general upskilling of the team can often be overlooked or considered a risk, especially if those key employees were to leave with their newly acquired skills. However, to ensure business growth, continuity, and employee progression, it is essential in the workplace.
So, the question may be, is it worth investing in the team, or do you carry on as you are? In our opinion, the results of employee training and professional development significantly outweigh the costs, and more often than not, training individuals or even a group at one time may be a lot cheaper than you may initially think.
The Importance of Employee Training
“Continuous learning is the minimum requirement for success in any field.” – Brian Tracy
A little over 35 years ago, fds launched a specialist training division to deliver bespoke director-level training programmes to senior leadership team members, directors and business owners. Over the last three decades, we have been fortunate to train thousands of employees and, as a result, gain an abundance of testimonials that attest to our professionalism and expertise.
Rather than the old-fashioned chalk-and-talk presentation, we believe in creating practical, fun and engaging environments where real-life examples bring the training to life. Our goal is to provide illuminating training that can be smoothly transferred into the workforce, rather than the goal of accreditation achieved by sitting through a less inspiring training experience.
It is important to note that multi-generational workplaces are more prominent now than ever before, so it is the responsibility of training providers to understand what learning style best suits each generation in order for the training to be effective and have maximum impact.
Gen Z- Employee Training
Gen Z (born between the late 1990s and early 2010s) values personalised learning that leads to opportunities to choose their development paths in conjunction with their own learning styles and individual career goals. Learning is considered to be an ongoing process where regular opportunities for skill development and upskilling are expected. This group tend to be flexible with the method of employee training. Gen Z values both formal methods and informal approaches, such as mentorship and on-the-job learning.
Raised in the digital age, Gen Z is comfortable with technology and expects this to be incorporated into their training via online courses and simulations. In addition, Gen Z values feedback for their efforts and appreciates updates on how they are performing and how their development is progressing. Recognition and celebration of their achievements can significantly boost Gen Z’s motivation and engagement.
Millennials – Employee Training
Similarly, Millennials (born between the early 1980s and late 1990s) value feedback and recognition in the workplace. They appreciate employers who encourage a work-life balance by supporting both their personal and professional development. Therefore, Millennials favour flexible training options that fit into their work-life schedules.
Millennials often find mentorship and coaching relationships beneficial for employee training. They seek guidance from experienced professionals who can help them navigate their careers and develop new skills. The importance of continuous professional development should not be underestimated in this generational group.
Generation X – Employee Training
Generation X (born between the early 1960s and early 1980s), however, prefers a different approach to employee training and professional development than Millennials and Gen Z. While Gen X can benefit from mentorship relationships with experienced, knowledgeable professionals, this generation is often self-directed and motivated. Due to this, the group appreciates independent learning.
Gen X commonly prefers practical experience that directly applies to their job and helps them solve real-world problems.
As demonstrated, it’s clear that Gen Z, Millennials and Gen X all see training as beneficial to their professional development. However, learning styles and deliveries may need to be altered to ensure maximum engagement and satisfaction from the participants.
How to Choose a Training Consultant
When you have enlisted a training provider, you should ensure that they fully understand the different learning styles present within your business. Their goals for the training session must align with your goals for your employees and your company.
Within our own offering, our aim is to enhance further our approach to training and personal development for the leaders of the present and the future. We focus closely on the course delivery (whether online or in-person) and the quality of the content. We believe that immersive learning experiences, such as gamification, have the potential to engage the delegates further. Wherever possible, we also like to incorporate bite-sized content or training that integrates game mechanics. This makes it easier for employees to absorb the information and, therefore, apply the new skills immediately.
In addition to role-based knowledge, we also believe in the significance and impact of soft skills in the workplace. As such, we incorporate the importance of emotional intelligence, empathy, and cultural awareness as a core part of our programmes. No matter where you are on your business journey, these softer skills are hugely important in our ever-changing world.
To learn more about the courses we deliver, click here or download our course overview brochure here > Fds Director-level Training Brochure Digital.
If you would like to discuss a particular topic or subject range, please email Gemma Dickinson at gemma@wearefds.com. Alternatively, call us at 01924 376784 or get in touch via our contact form.