The term training has developed different meanings in different corporate cultures. In some, it is a very directive and often provided by an employee, sometimes from human resources. High? The employee can experience the training as something he is said to do, rather than a process where he or she is willing to participate. A manufacturer's option is to have an internship with relevant external organizations.
The benefits of training within a company are many. For employees it can:
- Improve management skills and achieve better results
- Increase focus and efficiency
- Enable staff to achieve better work-life balance and reduce stress
- Help employees see new-angle issues
- Higher Performance
- Increased Job Opportunity and Commitment
- Improving Personality and Team Performance
- Increasing Job Opportunity and Commitment
19659004]] Greater Employee Encouragement
- Demonstration of Structure of Employee Development
These are many benefits. Training should be independent; Thus, both employees at each level can participate in the process without causing them to be used.
Image of this scenario: One manager is in dispute with an employee above the limit of liability. On the surface, this seems to be a simple matter of authority, but it flies quickly to engage with other employees and is turning off work and creating frustrating attitude in the league.
As a commander, you can see that the employee has his deserved disagreement, but he is a fighter and offers a collision. It would be inappropriate to betray the Secretary, but some kind of intervention is necessary to eliminate the voltage – which negatively affects productivity – and allow both employees to work together.
If anybody can manage to manage the management windows, you are at risk of encouraging them and us & # 39; dynamic, which will only increase frustration and can increase the problem. So how can you solve the situation by evaluating the employee and monitoring the project?
Proper training can be a response to such situations. Training should be a query and sometimes demanding; It should offer those trained to accept and identify themselves that problems exist and then take responsibility for finding a solution. Their participation in this process helps to erase the feeling they are giving to & # 39;.
Thus, the trainer will ask and address false or unrealistic assumptions that the employee may work with and invite them to participate in finding a working solution.
- To find a solution, a trainer might ask questions like this:
- Is the goal realistic based on the circumstances, the personality of those involved, and their training and experience?
- What will show that the goal is achieved? Both senior executives and those involved in the dispute should have a way to judge the consequences and know what has been achieved.
- What is the cost in terms of money and time? What are the possible effects on morale and productivity?
Sometimes personal problems may arise that go beyond the workplace. Here is a trainer who is a skilled consultant or psychotherapist advantage, as this allows them to work with a leading spectrum of personal emotions and issues that are likely to lead to a more complete and satisfactory resolution. Provided that a trainer is a qualified advisor, you should take part in personal matters with one simple rule; The issue must have a clear connection to the problem or behavior that is seen in the workplace. If there is no such link, he or she should be referred to a personal counselor either in an EAP or privately owned (the agreement with the employer should allow this.)
Because behavioral problems exist At the workplace, prepare the underlying issues often of employment. If an employee of the story is examined, it may be clear that similar patterns have occurred before in previous work experience and in personal relationships. Recognition of this is an incentive for the employee to make changes that will enhance their future prospects and their contribution in the workplace. A trainer in "counseling" mode & # 39; can offer discussion and inquiry into personal areas that may seem completely relevant to the manager.
If you are considering entering external help to resolve problems in your workplace, consider:
1. Is the problem the result of someone's behavior?
2. Has the problem occurred before any of the participants?
3. Could the case be a response to any changes in management or working methods?
4. Think of others as unrealistic?
5. Do both sides of the dispute need an insight into their relative process?
Reply & # 39; yes & # 39; One or more of these can help you judge whether personal training is a promising way to pursue. If you decide to apply for external training, take the following steps:
- Check if your organization or individual is experienced in training and if personal matters appear to be obvious, the trainer is advised.
- Accept the maximum number of meetings.
- Agree where this meeting will take place; It is usually more productive to hold these meetings of a concession in the company.
- Accept the cost.
- Accept the procedures to be taken if reference is made to reference.
- Agree with what the trainer should report to the company: In this context, it must be notified of a higher level of confidentiality, but on the other hand, if illegal intention or damage to the company is reported. A skilled person must know that personal matters are well appreciated and should be kept confidential.
The conclusion is that independent training, especially from counseling, can provide solutions to management problems that are difficult to solve in other ways. By participating in participating employees and by acknowledging emotional and psychological factors that affect the attitude of the workplace, you can encourage your employees to make positive changes that can enhance their well-being and satisfaction in all areas of life. When your employees become personally more efficient, morality and productivity are increased. All in all good investment.