{"id":8021,"date":"2021-08-02T17:14:20","date_gmt":"2021-08-02T14:14:20","guid":{"rendered":"https:\/\/www.efrontlearning.com\/blog\/?p=8021"},"modified":"2021-08-02T17:14:20","modified_gmt":"2021-08-02T14:14:20","slug":"employee-development-convince-managers","status":"publish","type":"post","link":"https:\/\/www.efrontlearning.com\/blog\/2021\/08\/employee-development-convince-managers.html","title":{"rendered":"Employee development: How to convince managers to train their teams"},"content":{"rendered":"<div class=\"wp-block-classic-wrap\">Good news. After presenting your employee development business case to the board, your proposed L&amp;D budget has finally been approved. With the finances in place and buy-in from senior management, the biggest challenges are now out of the way, right?<\/p>\n<p><em>Maybe not.<\/em> Getting informed agreement from your C-suite execs is undoubtedly a big achievement and the first major step towards the success of your program. But it\u2019s <strong>not the only buy-in you need<\/strong> to secure. Before you can move forwards, there\u2019s another group of \u201ckey people\u201d you need to convince too. Your department heads.<\/p>\n<p>But, why is their engagement in your strategy so important and what can you do to secure it? Let\u2019s take a look.<\/p>\n<h2>Do department heads really need to be involved in training?<\/h2>\n<p><em>&#8220;We already have an HR or L&amp;D department \u2014 aren&#8217;t they better positioned to run the company&#8217;s employee development program?&#8221;<\/em><\/p>\n<p>&#8220;<em>Why am I required to input into the process, given that I&#8217;m already busy with the responsibilities of my day-to-day job?<\/em>&#8221;<\/p>\n<p>These are some <strong>reasonable questions<\/strong> most of your department heads will be thinking, if not asking. And the first step towards engaging managers in the training of their teams is to recognize the legitimacy of these questions.<\/p>\n<p>Then, you need to figure out how to respond.<\/p>\n<h3>Answer #1: Department heads are training experts, too<\/h3>\n<p>True, your HR team are experts in HR and L&amp;D. But your department leads have valuable training insights, too. Their expertise lies in knowing first-hand:<\/p>\n<ul>\n<li>what knowledge and skill sets are required to do each job<\/li>\n<li>where the gaps in that knowledge might be<\/li>\n<li>who (or what roles) to prioritize<\/li>\n<li>when best to carry out that training so that can be put into practice straight away<\/li>\n<li>how to organize and structure a training program that works around what else is going on within the department<\/li>\n<\/ul>\n<h3>Answer #2: Leading training leads to engagement<\/h3>\n<p>Many employees view L&amp;D as a tick-box exercise that\u2019s separate from the job they\u2019re actually doing. This disconnect usually leads to a lack of engagement. Involving department heads in the training process closes this gap.<\/p>\n<p>It sends out a powerful message that employee development is not only valued but considered <strong>vital to the success of each individual<\/strong> and of the department as a whole. This, in turn, leads to raised levels of engagement.<\/p>\n<h3>Answer #3: Sustained support reinforces knowledge<\/h3>\n<p><strong>Training doesn\u2019t end when a training program finishes.<\/strong> Being able to provide post-training support as and when it\u2019s needed is a key part of a successful employee development program. It leads to better knowledge retention and improved performance, and encourages a permanent shift in behavior.<\/p>\n<p>If your department heads have been directly involved in the training process, they\u2019re perfectly placed to offer that support.<\/p>\n<h3>Answer #4. Ownership leads to results<\/h3>\n<p>Giving department heads ownership over employee development means they have the power to design and leverage that training so that it leads directly to the improved performance of their team.<\/p>\n<h2>Why some department heads resist training<\/h2>\n<p>We\u2019ve just mentioned four solid reasons for involving department heads in the training of their teams. And, on paper, the case is a strong one. But, in practice, many still hesitate to engage with the process.<\/p>\n<p>While most managers appreciate and understand the <a href=\"https:\/\/www.efrontlearning.com\/blog\/2020\/12\/importance-of-training.html\" target=\"_blank\" rel=\"noopener noreferrer\">importance of training<\/a> in fostering employee engagement and improving the functioning of their departments, they often have very real concerns about getting involved. Most of these are practical and tend to include:<\/p>\n<ul>\n<li><strong>Time<\/strong>\u00a0\u2014 they\u2019re busy people with a department to run<\/li>\n<li><strong>Inexperience<\/strong>\u00a0\u2014 they\u2019ve never done this before and are anxious about what it will involve<\/li>\n<li><strong>Capacity and performance<\/strong>\u00a0\u2014 will they still be able to deliver to time and to standard if team members are taken away from their day-to-day jobs?<\/li>\n<li><strong>Fear of failure<\/strong>\u00a0\u2014 what are the repercussions if training goals are not met?<\/li>\n<\/ul>\n<p>It\u2019s worth clarifying here that the buy-in you need from your department leads is different from the buy-in you\u2019ve received from the top. As soon as your senior execs have bought into the plan, they\u2019ve moved on.<\/p>\n<p>What you need from your department heads is <strong>ongoing active engagement<\/strong> in your employee development program. And, there lies the challenge and the underlying reason for many of these concerns.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-8028\" src=\"https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2021\/07\/How-to-convince-managers-to-invest-in-employee-development.png\" alt=\"Employee development: How to convince managers to get involved in training\" width=\"1200\" height=\"314\" srcset=\"https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2021\/07\/How-to-convince-managers-to-invest-in-employee-development.png 1200w, https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2021\/07\/How-to-convince-managers-to-invest-in-employee-development-300x79.png 300w, https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2021\/07\/How-to-convince-managers-to-invest-in-employee-development-768x201.png 768w, https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2021\/07\/How-to-convince-managers-to-invest-in-employee-development-1024x268.png 1024w, https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2021\/07\/How-to-convince-managers-to-invest-in-employee-development-810x212.png 810w, https:\/\/www.efrontlearning.com\/blog\/wp-content\/uploads\/2021\/07\/How-to-convince-managers-to-invest-in-employee-development-1140x298.png 1140w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/p>\n<h2>Making it personal<\/h2>\n<p>So, how do you convince department heads to take an active role in employee development? Well, first it\u2019s important to listen to and address their concerns (like those mentioned above).<\/p>\n<p>Some <strong>solutions<\/strong> could include:<\/p>\n<ul>\n<li><strong>Making training as seamless as possible.<\/strong> You can do this by providing managers with a training platform that\u2019s easy to access, <a href=\"https:\/\/www.efrontlearning.com\/customizations\" target=\"_blank\" rel=\"noopener noreferrer\">customizable<\/a>, and intuitive.<\/li>\n<li><strong>Designing short courses<\/strong> that can be fitted in between day-to-day tasks.<\/li>\n<li><strong>Creating\u00a0self-paced learning<\/strong> so team members can complete their training as and when suits them.<\/li>\n<li><strong>Being available for them when they need you<\/strong>\u00a0\u2014 to answer questions, reassure, and review.<\/li>\n<li><strong>Sharing successes and statistics.<\/strong> If you\u2019ve got examples of how other departments have improved performance by directing their own training programs don\u2019t keep them hidden.<\/li>\n<\/ul>\n<p>All of these will move you one step closer to convincing this important group of stakeholders. But are they enough? To convince someone, you need to listen to their concerns, but you also need to <strong>speak their language<\/strong>. And, different department heads will have different reasons to develop their team members. Hook them in by showing an understanding of these different reasons.<\/p>\n<p>Here are a few examples to get you started:<\/p>\n<h3>Sales: Talking targets<\/h3>\n<p>Whether it\u2019s selling a solution or closing difficult deals, show your VP or Head of Sales how they can connect training to sales goals. For example, they can\u00a0use a <a href=\"https:\/\/www.talentlms.com\/library\/collection\/sales-essentials\" target=\"_blank\" rel=\"noopener noreferrer\">sales training course<\/a> to boost individual and team performance so they can meet and exceed their quotas.<\/p>\n<h3>HR: Setting standards<\/h3>\n<p>People working in HR play a big part in promoting a culture of innovation and advancement. They need to lead by example by being creative and thinking outside the box. If you need to convince your HR lead to take an active role in team training (and they, more than anyone, shouldn\u2019t take much convincing) reference this standard-setting expectation.<\/p>\n<h3>Customer Support: Keying into KPIs<\/h3>\n<p>Great customer service is easy to measure. From net promoter score and customer retention rate to average resolution time and conversation abandonment rate, there are clear metrics that are tied to success. Explain to your Head of Customer Support how they can build a training program that targets all of their KPIs.<\/p>\n<h3>Marketing: Moving with the tech<\/h3>\n<p>Keeping up-to-date with new channels, technologies and tools can be a real challenge for marketing professionals. Show your marketing lead how they can design a training program that supports this. Don\u2019t forget to mention that courses such as how to use\u00a0<a href=\"https:\/\/www.talentlms.com\/library\/introduction-to-marketing-automation\" target=\"_blank\" rel=\"noopener noreferrer\">marketing automation<\/a> can free up time and deliver a clear ROI.<\/p>\n<h3>Engineering: Bringing innovation<\/h3>\n<p>Your dev\u00a0people are probably the ones that most need to be alert for trends, technical solutions, and so on. Your Head of Engineering will be happy to hear they don&#8217;t need to worry the team will be left behind. They&#8217;ll be also happy to hear they don&#8217;t need to bring in external talent every couple of months. As long as they invest in continuous training on topics like <a href=\"https:\/\/www.talentlms.com\/library\/collection\/cybersecurity-essentials\" target=\"_blank\" rel=\"noopener noreferrer\">cybersecurity<\/a> and industry-related software.<\/p>\n<h2>Living with learning<\/h2>\n<p>Employee development is only really effective when it\u2019s closely linked up with the job at hand. And department heads are key to making this happen. As well as recognizing the importance of training in general, department heads have the power to design bespoke training courses that truly resonate with individuals and with teams\u00a0\u2014 delivering results and driving engagement.<\/p>\n<p>As we\u2019ve learned, these department heads may take some convincing. But, it\u2019s worth the effort. Because if you hook them, everyone\u2019s a winner.<\/p><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Good news. After presenting your employee development business case to the board, your proposed L&amp;D budget has finally been approved. With the finances in place and buy-in from senior management, the biggest challenges are now out of the way, right? Maybe not. Getting informed agreement from your C-suite execs is undoubtedly a big achievement and [&hellip;]<\/p>\n","protected":false},"author":33903,"featured_media":8022,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[267],"tags":[2131],"class_list":["post-8021","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent-development","tag-employee-training-and-development"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.2 (Yoast SEO v27.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Employee Development: How to Engage Managers and Convince Them to Train Their Teams<\/title>\n<meta name=\"description\" content=\"Want to focus on employee development but struggle to get department heads invested? 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