It is nothing new that the right employees are a key factor for the success of a business. Recruiting the right talent and building a successful team can be a long and expensive challenge. As an employer, you want your staff to be skilled, motivated and productive. One good strategy to achieve this is to invest in the right employee training. This is especially true in the area of IT training, because information technology is an integral and constantly evolving part of most organizations.
8 good reasons for IT-related employee training
- Information technology is a field that undergoes frequent development and change. You need to make sure that the knowledge and skill-set of your employees remain up-to-date. This helps them and your company to keep up with these developments.
- More and more IT professionals understand the necessity of constant education, certification and training. Offer them the opportunity to continue their professional development as a part of your staff. This can be an important incentive when it comes to recruiting the right people.
- When you find the right employees for the right team it is in your best interested to keep them motivated, so they stay productive and do not feel the need to change employers.
- Paying for employee training gives you the option to steer their further education into the direction that suits the IT and computer requirements (operation systems, networks and security measures) of your organization.
- Granting paid IT training (that might even lead to a particular certification) can be a great bonus and a sign of appreciation that benefits the employee as well as the employer.
- After receiving additional training, the employee can continue and share their enhanced knowledge with other (junior) team members. This multiplies the benefit of your financial investment in the employee training. It might even have an additional positive team building effect.
- Additional IT skills and certifications can be the right way to allow a staff member the transition into a role with more responsibilities and increased knowledge/skill requirements.
- You can specifically target a knowledge/skill gap and thereby enhance performance where it is needed.
How to handle the risk of an employee leaving shortly after you paid for his/her training and losing your investment
- You can set up an agreement between the employee and the company that links the payment for their additional training to a minimum staying duration with the company afterwards. You can stipulate that they otherwise will have to reimburse the company for a part or the whole amount of that has been invested in their training.
- Generally, keep in mind: An employee who is happy with their workplace is less likely to change employers.