In today’s scenario, a Startup company is known by the knowledge it keeps. The Startup knowledge may cover knowledge about Industries , Markets, consumers , Technology and economy as a whole. A Startup CEO needs to analyze the need to train their Startup employees & ensure certain steps to increase the effectiveness of the Training programs before investing into the same.
Ask The Employees : A Startup CEO needs to ask the employees as to the additional skills they need to be more effective. It can be either in the form of a survey or a post-seminar evaluation form.
Declare your Support : Let your Startup employees know, how vital the training is to you as a founder. A message needs to be sent that once an employee is signed up on a training session , it would turn out to be the best place for that employee to be on that day. Managers who discourage their employees from such training sessions, must not have a place in your startup.
Connect the Training Program to Employee career planning : Give a Career progression plan to your Startup employees showing them what’s required next for job advancement. Ensure the Training program is aligned to this plan.
Link the Employee Performance Appraisal Plan to the Training: Examine the paucity of the employee performance evaluation and provide your Startup employees with the training that their managers say they need.
Pick up Outsourced Trainers sensibly : Choose outsourced trainers who are enthusiastic about matching their training materials to the particular needs of your Startup employees and who can assure you as a CEO that how they plan to maximize the knowledge , employees would bring to the Startup operations.
Correlate the Exit Interviews to such Training programs: The Training programs must be a platform to address as many of the problems as possible , be it a feedback received by an outgoing employee of your startup. As startup is a newly incorporated company, employee exits would occur on a frequent basis in its initial years.
Internal vs External Training : In the longer term, the relative cost of internal as well as external training is more or less the same. Internal trainers bring advantage of continuity and easy follow-up , whereas external experts may bring in broader knowledge and more varied experience in the training sessions.
Train the Internal Trainers: Training is for everyone, be it your Startup employees or your Internal trainers. You can consult an expert on training the trainers. Be sure your internal trainers are proficient at using strengthening skill sets and communication techniques and are not just content trainers.
Have Short Training Sessions and More time lag between 2 sessions : The less that’s taught in a training session, the more likely is your employee going to remember and recollect it at the job. The more time , between two training sessions, the more better it is for employees to implement what they have learnt before the next session.
Evaluate The Impact of Training in long run : Get the value out of your training. Ask the employees a feedback of what they think about the training programs. They might be given a Ten-point scale to evaluate the Instructor on points such as the Approach, The Content, The Facility etc. Also ask your startup employees as to what they plan to do differently on the job , after attending the training programs.