Integrating into the work day
At IN2 Consult, we understand the immense value of training for both current and future employees. We firmly believe that professional development should be accessible to all employees, regardless of seniority or experience, as there is always room for growth. Whether it's personal development or career advancement, continuous learning and mentorship are essential to fostering a thriving workforce.
Why we chose in-house training
To ensure our employees receive tailored and effective training, we opted for an in-house approach. This allows us to dedicate time to understanding individual needs, identifying areas for improvement, and aligning training with both personal aspirations and company goals. By integrating training into strategic plans, businesses can set long-term objectives, increase productivity, and achieve a significant return on investment (ROI).
Integrating Training into the Work Day
At IN2 Consult, we recognise that incorporating training into the workday is the most effective approach. When training is left to be completed outside of working hours, there is a risk it will be deprioritised or not taken seriously. Given the numerous benefits training offers, we believe it should be a core part of the work routine rather than an afterthought.
We recommend structuring training in short, regular sessions each week. Whether it's a weekly team catch-up, a 30-minute one-on-one, or a group training session, integrating training into the work schedule removes logistical barriers and makes learning more manageable. One of the key benefits of training is increased confidence, which positively impacts various aspects of business operations, such as client interactions, business development, and internal meetings.
Additionally, in-house training eliminates the costs associated with outsourcing trainers and allows for a more personalised learning experience tailored to each employee’s unique needs.
Addressing Employee Retention in a Changing Economy
With the rising cost of living, businesses must prioritise employee retention. While salary increases may not always be feasible, investing in professional growth and development can be an equally powerful retention strategy. Employees value companies that support their long-term career progression, making training an attractive benefit.
Benefits for Future Employees
For job seekers, the availability of structured training programs is a major attraction. A company that integrates training into the workday ensures employees can develop their skills without additional time commitments or risk. This is especially beneficial for entry-level candidates or those transitioning into a new industry. Employers that offer training demonstrate a commitment to employee development, inclusivity, and long-term career progression, emphasising transferable skills and cultural fit over rigid qualifications.
Benefits for Current Employees
For existing employees, ongoing training fosters a sense of value and inclusion. It contributes to a supportive work environment and enhances workplace capabilities. Employees seeking career advancement, including managerial roles, benefit from structured training that aligns with their professional goals. In-house training ensures that employees receive relevant, real-time coaching using actual workplace challenges and case studies for maximum impact.
Organisational Benefits
Employers who invest in training establish themselves as industry leaders while fostering a fair and inclusive work culture. Training helps employees understand their roles, meet expectations, and contribute effectively to team and company goals. Furthermore, training standardises processes, ensuring consistency across departments. For example, in finance recruitment, structured training can refine consultant-candidate interactions, leading to better communication and success rates.
By incorporating training into daily operations, businesses can improve employee engagement, increase productivity, and ultimately boost profits. Moreover, structured training promotes social learning and teamwork, strengthening workplace collaboration and employee satisfaction.
Types of Training
When it comes to training, the possibilities are vast. Common training areas include:
Management training for employees preparing for leadership roles.
Sales training to enhance selling techniques and client interactions.
Entry-level training for employees with little to no experience.
Coaching and mentoring to support professional development at all levels.
At IN2 Consult, for example, we offer sales training that equips our consultants with the skills to confidently handle clients and candidates in any scenario. Customer service training is also crucial across industries, as it helps employees build confidence and develop essential communication skills.
Online vs. In-Person Training
While digital training has its benefits—such as making resources and learning materials easily accessible—we strongly believe that in-person training is more effective. Face-to-face learning is more engaging, fosters collaboration, and enhances team-building. Where possible, companies should prioritise in-person training to maximise impact.
Final Thoughts
If you're not offering training, you should be. While in-house, in-person training is ideal, any training is better than none. Continuous learning ensures employees develop their skills, stay up to date with industry trends, and apply best practices in their daily work. It also contributes to a positive workplace culture, reinforcing the importance of professional growth for all employees, from entry-level hires to senior executives.
In today's evolving economy, offering employee training is no longer optional—it’s essential. Companies that invest in training will remain competitive, enhance employee satisfaction, and ultimately drive long-term success.