10 tips for getting line managers involved in training infographic
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1 2 3 ? 1 8 9 7 6 5 4 3 2 1 0 10 Tips For Getting Line Managers Involved In Training EDUCATE, EDUCATE, EDUCATE CLEARLY DEFINE THE NEED TALK THE SAME LANGUAGE KNOWLEDGE RETENTION GIVE THEM OPTIONS GET BUY-IN UNDERSTAND STAFF NEEDS GET FEEDBACK GIVE THEM TIME Educate the business about the value and benefits of training and the impact it can have on the bottom line and to long- term growth. £ Developing champions for training across the organisation from the top-down is key. Managers who positively support the development of their team tend to be actively involved in training. Line managers often don’t have a clear definition of what is expected in terms of developing their people. Make sure training is incorporated into job descriptions and performance objectives. Time spent talking about the business drivers and specific challenges line managers face so that L&D initiatives can be better aligned to their individual goals and those of the business, is time well spent. IMPROVE COMMUNICATION Localisation is about much more than just the language. Employees across the globe learn differently and this should be reflected in the packages. Involving line managers more in the coaching of employees, performance management systems and talent management methodologies are all valuable mechanisms. In order for learning to have an impact, line managers need help in connecting the dots by putting an action plan together with the employee after the course has ended. Line managers have a vital role to play in providing feedback on how successful different training initiatives are. They are the people who can ensure that what is learned in the classroom or comes out of the HR department is implemented and practiced in the day-to-day working environment. Line managers are ideally placed to evaluate what training methods are the most effective to upskill each team member. It’s HR’s role to ensure that line managers have the very latest information on available training programmes and tools. Line managers all too often say they are too busy to manage training. HR also need to focus their attention on managers of managers to ensure that training becomes a priority within the organisation. For more information: http://www.cegos.co.uk @CegosUK Tel: 00 44 (0) 1344 388060
Transcript of 10 tips for getting line managers involved in training infographic
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10 Tips For Getting Line Managers Involved In Training
EDUCATE, EDUCATE, EDUCATE
CLEARLY DEFINE THE NEED
TALK THE SAME LANGUAGE
KNOWLEDGE RETENTION
GIVE THEM OPTIONS
GET BUY-IN
UNDERSTAND STAFF NEEDS
GET FEEDBACK
GIVE THEM TIME
Educate the business about the value and benefits of training and the impact it can have on the bottom line and to long-term growth.
£Developing champions for training across the organisation from the top-down is key. Managers who positively support the development of their team tend to be actively involved in training.
Line managers often don’t have a clear definition of what is expected in terms of developing their people.Make sure training is incorporated into job descriptions and performance objectives.
Time spent talking about the business drivers and specific challenges line managers face so that L&D initiatives can be better aligned to their individual goals and those of the business, is time well spent.
IMPROVE COMMUNICATION
Localisation is about much more than just the language.
Employees across the globe learn differently and this should be reflected in the packages.
Involving line managers more in the coaching of employees, performance management systems and talent management methodologies are all valuable mechanisms.
In order for learning to have an impact, line managers need help in connecting the dots by putting an action plan together with the employee after the course has ended.
Line managers have a vital role to play in providing feedback on how successful different training initiatives are. They are the people who can ensure that what is learned in the classroom or comes out of the HR department is implemented and practiced in the day-to-day working environment.
Line managers are ideally placed to evaluate what training methods are the most effective to upskill each team member.
It’s HR’s role to ensure that line managers have the very latest information on available training programmes and tools.
Line managers all too often say they are too busy to manage training. HR also need to focus their attention on managers of managers to ensure that training becomes a priority within the organisation.
For more information:http://www.cegos.co.uk
@CegosUKTel: 00 44 (0) 1344 388060
