This short article will hopefully provide a few pointers and help you save money on training – but not necessarily by spending less…

Firstly, Training must be tied to business benefits. Too often we see businesses that have just sent out a sheet asking staff what training they would like.

It is for a business, through its owners, Directors and manager to decide what training is required through setting business objectives and matching these to staff competencies.

Secondly, Be specifically aware of who is going to provide the training. Start with the answer, have a provider in mind before you speak to staff. Of course this will be governed by business objectives above and possibly financial considerations.

It is no good having strictly defined business objectives and the turning into Charles Dickens Mr Micawber and “hope something will turn up”

Thirdly, Treat new staff properly. Have a proper induction process . Staff always perform better when the know what is expected of them. (See our subscriber’s only article on “the only 4 things any member of staff needs to know”)

Training will be much cheaper in the long run if staff know how things work and managers aren’t constantly revisiting old ground.

Fourthly, Evaluate relentlessly. This doesn’t meaning asking staff what they thought. That is validation not evaluation.

If staff attend a telephone sales skills course – you should be able to point to a direct improvement in sales made over the telephone.

Lastly, Keep good documentation of procedures and practices. This is a real chore for someone to update, but it will save you a lot of time constantly revisiting old ground – Maybe in disciplinary matters.