Posts tagged: Cost-Benefit Analysis of Employee Training
While I was pushing for the Steelers, what was not too love about Superbowl 45? Looked like they might just come back and pull it off (like they did against my Arizona Cardinals two years ago!)
At the end of the game when Roger Staubach brought in the Vince Lombardi Trophy, I couldn’t help but notice how all of the Green Bay Packers’ players lined up just to touch the trohy as it went by on the way to the podium. I thought to myself, “… wonder how many corporate executives watching this picked up on this powerful form of recognition? Unfortunately, not many. Most will go back to work on Monday and continue to use cash and gift cards to reward their people, then wonder why it’s not working very well.”
We see it at every Superbowl, World Series and Olympics; the power of trophy-value and how money, while appreciated, can never bring out the extra effort it takes for top athletes to win the biggest events. We all want and need compensation, but the big plays and gut-level extra effort come from people striving for “The Prize”, not an extra couple of bucks. We see it over and over, yet don’t often translate it into getting top performance from our employees and managers.
If you’d like to know more about how this can happen at your company, visit me at www.SchaeferRecognitionGroup.com.
Bob Dawson of Business Group posed an interesting challenge to organizations regarding their use of incentive programs. He suggests that it needs to be far more than just a list of prizes to win.
I tend to see this as a game of perception. What you see as “winning” and the reason it sends shivers down your spine, Bob, is because deep down (may not even that deep) we all know that the perception of the employee is a quick, poorly thought out Carrot and Stick situation . . . dangle a goodie, then subtly threaten with the stick behind your back.
Todays younger employees see this as nothing more than manipulation and whether they say it or not, rensent it every time. The results are often just enough to win, or at the very least enough to not look bad to the boss; not the high levels of engagement, creativity and permanent performance improvement hoped for.
Going forward with out multi-generation al work force, Recognition and Incentive programs must be transformed in to comprehensive Communications Strategies with a training-based approach that engages the management team first, so they come across as educated, enthusiastic and genuine to the participants.
Then, tie it in with the company’s goals and objectives, involve all departments in the development, and launch in a way that employees feel like part of an exciting, relevant team, not just a bunch of cogs in a big machine.
In my experience the benefits of employee and manger training (particularly as their ranks become more GenX and GenY intensive) is in understanding that your people are judging your training on three things:
1. What’s in it for me.
2. Is the information worth the time.
3. Can I use it to make my work life easier right now.
With Manager Training I call this “Making it Real” and it means that training has to:
1. Begin with a strong benefits statement or you’ve lost them before the training even begins.
2. Be very short (20 minutes is about the attention span of most busy managers, plus 10 minutes for Q&A).
3. Give them ideas and tools that are readily available to them, easy to implement and make common sense.
Once you’ve proven that your training is relevant, easy to take and has benefits for them personally, you will see value of training increase geometrically. It’s all about understanding how it looks from the eyes of the trainee not the trainer.