Keeping Up with Business Growth: How to Get New Workers Up to Speed Quickly


Companies grow like teenagers these days. They consume lots and lots of cash very quickly. That makes many small business owners nervous. They don’t think they can afford to pay for employee training. The truth is that the training is actually an investment in the company that will be paid back in a predictable manner.

Using Training Programs To Recruit New Hires

Most small business owners make the mistake of believing that, if they dump a lot of money into a training program, they won’t see a return on their investment. This is really a misplaced fear. If you spend time developing a training program that fits with your company’s culture, there’s little incentive for that employee to leave.

The only worry you should have is if the culture is bad or the training program discourages employees. Really, training programs empower employees because they teach them how to do their job more effectively and efficiently.

The more you know, the better you can do your job – it seems so obvious. Employees aren’t usually looking for a handout or a way to undermine your company. On the contrary, most employees want to do anything possible to keep their jobs.

With that in mind, you should think carefully about how to structure your training programs. For example, if you keep things in-house, will you use senior staff and executives as mentors or will you use a company like K Alliance to do the training for you (remotely)?

If you outsource, who will you use that can train your employees on processes unique to your company? Will you have to customize a training program and allow others to train your staff? Will you need a liaison to facilitate the training program?

Once it’s in place, your training could potentially become a key draw for those looking for a job. For example, a company like Google is known for how it treats its employees. Its training program has become legendary. People come to work there because of the culture and training they receive. This is exactly what you want your training program to become.

How To Develop A Training Program

Training classes can be both structured or unstructured. Unstructured training is very common, and is often synonymous with on-the-job training. Large companies usually stumble when it comes to this type of training scheme because they have systematic processes that need to be followed precisely.

Smaller businesses usually outshine larger corporations in unstructured training, because their size makes them more flexible and “nimble.” There’s no board room to consult.

When structuring your training class, you should keep in mind that you need to be trained as well. Most business owners believe that they are excellent leaders by default. They’re not. Another thing to keep in mind is that you need to do comprehensive assessments. No use in spending money on training that’s not needed. Schedule a regular time for training, even if the training itself is unstructured. Finally, define and measure key metrics so that you know whether you’re making progress with your staff.


Anthony Buckley loves his work in HR. He often writes about his experiences and effective methods on business and management blogs.

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