New technologies are increasingly developing a more competitive market, where it is key to promote employee training , if you do not want to stay behind or pretend to successfully achieve a process of digital transformation.
Are you still among those who think that training your employees will only make them more attractive for the competition? Or bets to offer other types of benefits in the company to “loyalty” to your team? Precisely, the training and acquisition of new knowledge in an internal promotion plan is one of the most efficient actions in the retention of talent.
In this digitized world, to be competitive, it is essential to be competent . The organizations that have the right culture and talent are those capable of solving their strategic objectives. Technology is just one pillar of digital transformation: your employees and your processes must also be digitized .
Digital culture and training
What are the basic digital competences , necessary for almost any position or type of company? Individually, we should all look for these skills to be better professionals, but it is precisely when everyone in an organization has a common point of view, when these changes revert to greater productivity . Yes, we talk about training in results-oriented competencies , as necessary in a process of digital transformation as having powerful business tools.
We distinguish 4 pillars of knowledge in the formation of digital competences:
1. Digital knowledge : ability to work and develop both professionally and personally with new tools. The most basic in any organization that works with professional software solutions.
2. Information management : the ability to search, obtain, evaluate, organize and share information in digital contexts.
3. Digital communication and networking : ability to communicate, interact, collaborate and cooperate efficiently in digital environments. Essential when there are several locations or work in mobility.
4. Digital customer orientation : ability to understand behavior, know how to interact and meet the needs of new digital customers. The ways of buying have changed and we need to understand the variation in that purchase process in our customers.
Tips to encourage training among your employees
Not all your employees will be convinced to change their way of working. Depending on the profiles of your staff, this acquisition of “digital knowledge” can be a great effort, however necessary to unify the level of the entire organization. In addition to identifying the skills that can be improved and choosing the courses, much of the success of the training project will depend on convincing and motivating your team. Here are our tips:
– Answer him: “What aspects will I improve? Because I have to do it?”
Surely you will be asking these questions even if you do not get to say them. Involve your employees and make them feel that you are a team, that you need to align your knowledge to achieve a common goal; for example, make the most of your new ERP. In this way you will help him keep up with the organizational changes and improve your relationship.
– If possible, raise options
Impositions are never usually welcomed. If possible, propose options in the training: deadlines, how to receive that training, time to meet the objectives … Make it clear that besides allocating resources to your professional development you will adapt to your work and personal circumstances. The investment in training generates a greater state of employee satisfaction, do not spoil it for the small details!
– Define the development schedule of the training plan
Once you have listened to the answers to the previous point, define a calendar. Structure the contents and include small milestones to achieve your goal step by step. It will help you to follow up and avoid overwhelming you with too much information at once. Inform about this calendar and all the procedure to follow in the presentation of the training plan.
– During and after the training
In the days of technical training, 3 phases are usually considered: theoretical explanation, practical explanation and supervised practice. After understanding what is going to be done and seeing how it is done, it is time to put into practice the knowledge learned.
But what happens when that training session ends? Generally, we go back to work and we have several delayed tasks, a few urgent emails to answer, calls to make … And this is where we fail! In the days after the training it is very important to continue practicing everything learned to assimilate the new work methodology. If you are responsible for the training project, make sure that the employees who have received it continue to strive to retain knowledge.
Finally, remember to keep track of those small milestones that you had planned and when they are achieved, take them! Things as simple as receiving a “congratulations” email are enough to stay motivated and keep improving.
The investment in training will help you to unify procedures and improve the digital skills of your team. Your employees, most likely, will value that in your company they are concerned about continuing to improve in their professional career. Take advantage of the calls of the State Foundation for Employment Training (FUNDAE) to know the bonuses you can receive for the realization of training plans and find out about our training courses for users . Receive FREE training given by our teaching team with extensive experience opting for these bonuses!
At Tecon we offer training adapted to your company and the level of knowledge of your employees. We can impart it in our venues (in which the students have equipment to practice), in your business or by video conference.