Article: Tips for managers on how to train small teams

Learning & Development

Tips for managers on how to train small teams

A typical training program may not work for smaller teams. They require a way of work that encourages training on a regular basis
Tips for managers on how to train small teams
 

It is essential to make trainings a way of work and not reducing it to a few sessions scattered over a period of time

 

A typical training program may not work for smaller teams. They require a way of work that encourages training on a regular basis

When it comes to team bonding, retention and trainings, start-ups have a distinct advantage over established businesses. Usually, they have smaller teams. It puts start-ups in a position where they can easily train their teams to the organization’s advantage, deal with attrition issues much effectively and prepare a team that may guide future joinees as the business grows. At the same time, there is a clear disadvantage of losing out more and more people if the staff isn’t aligned to the company goals and objectives. Trainings aren’t meant to upgrade employee skills alone, they have to generate results. These results should be in the form of better output, better work quality and employee engagement. Start-ups, which have a great opportunity of building close-knit teams against larger organizations, cannot afford to ignore to point. To achieve this, it is essential to make trainings a way of work and not reducing it to a few sessions scattered over a period of time. This goes a long way in engaging people and bringing the entire team on the same page.

#1. Pay attention to on-the-job training: In her article published on about.com, writer Susan M. Heathfield advocates on-the-job training. She writes, “Employees appreciate the chance to develop knowledge and skills without ever leaving work. And, you can customize the on-the-job training employees receive to your workplace needs, norms, and culture.” In smaller teams where communications are much easier and employees themselves need to find a way out, encouraging them to take new responsibilities can enhance their learning. What needs to be ascertained is that they are not left without support

#2. Utilize the age-old formula of mentorship
In a startup, money cannot be the only driving factor to keep employees aligned to the company goals and objectives. One of the best ways to bring a new employee on-board is assigning the new employee to a mentor, essentially someone who has been with the company for quite some time and can guide the new joinee through the systems and processes. Mentoring has two-way benefits: On the one hand, it helps the new joinee become familiar with the organizational processes and priorities and learn from the senior’s skills and expertise. On the other hand, it helps in engaging the mentor, elevating his position and ensuring transfer of knowledge within a company.

#3. Understand the training needs
Training requirements vary from company to company, team to team and person to person. For start-ups it is easier to identify the goal-oriented trainings that their companies might require. However, it is essential to know what will work for you, keeping in mind the cost factor as well. Spending a fortune over organizing training sessions or calling in some high-flyer trainer alone doesn’t solve the purpose. Calling in a trainer instead of sending out a team of 10-15 people to attend a session will be more economical and beneficial. Similarly, in-house training sessions –conducted by a senior employee—may also benefit junior employees.
 

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Topics: Learning & Development, Employee Engagement, Performance Management

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