<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=115947012324706&amp;ev=PageView&amp;noscript=1">

Encourage Employees to Explore their Horizons

Sean Dailey, Ytel |  
Encouraging self education, attending events and trainings, signing up for classes can be a strong contributing factor towards overall employee happiness, and can even reduce churn at your company. By encouraging your employees to always be on the lookout for new ways to learn, improve their skillset and even pick up new skills, you're teaching them how important their education and growth truly is to the company they're working for. 

It is a well-known secret that top-performing tech companies Google, Apple, Facebook and Amazon actively encourage employees to take think tank time. Regardless of industry, these companies have one thing in common: They are pushing their employees to try new things.

It is a well-known secret that top-performing tech companies Google, Apple, Facebook and Amazon actively encourage employees to take think tank time. At Google, 15 to 20% of an employee's daily work hours are spent "professionally brainstorming." Many companies in the financial sector are investing in executive MBA's for their promising account managers. Regardless of industry, these companies have one thing in common: They are pushing their employees to try new things.

A company without the resources of a Google or an Apple may balk at the notion of spending tens of thousands of dollars on an employee's education. There may also be some trepidation about allowing an employee 20% of the workday to brainstorm. Certain companies may have a point here. SMB's do not have the scale or the market position of Google. However, there are less expensive ways to encourage employees to pursue a wider scope of knowledge that can come back to help the company.

Self education must be rewarded.

Some of the best companies in the world give their employees the responsibility for improving themselves. You may not have time to give your employees 20% of their day, but you can certainly reward next level solutions. Creating friendly competition between your employees will inspire them to research and build their own skills after hours. All that you really need is direction - let them know the skill sets that will actually bring in the revenue that will help to reward them.

Sponsored training is a great break from daily monotony.

A great way to showcase executive commitment to improvement is to hold group training sessions. This is a great strategy when procedural issues have been identified. When everyone can benefit from a training, it is worth your time to bring in a single session trainer to levy the skills on your entire workforce at once. You can then set up a rewards structure for the people who take in the information most readily. Give them the ability to train others in supervisory positions as well. You will save money and improve employee skill sets.

Sponsor continuing education events.

You do not have to sponsor your employees to the tune of tens of thousands of dollars. There are many continuing education events and certifications that will expand the knowledge base of your employees in a cost-efficient way. Make it the job of your management class to find these opportunities and match them with the most deserving employees. Allowing these employees to work remotely while they attend these sessions is another perk that many tech savvy millennials will gladly prioritize. They get to spread their wings on an out-of-town trip, and you get the benefit of a highly motivated, newly educated employee upon her return.

Many companies, quite effectively, make these continuing education events a perk for quality performance. They are placed at the center of gamification rewards systems and given to employees who showcase the most promise. For a fraction of the cost, you are keeping your employees fully engaged in company culture while bringing back a more effective skill set. It is often advantageous to immediately disseminate this information to your other employees by placing your star in a position to train them as well.

New Call-to-action

Subscribe now to receive relevant and informative content to your inbox!

About The Author

Sean Dailey, Ytel

Follow me on Linkedin

Sean leads the Recruiting efforts and is involved with Product Development at Ytel. After almost 4 years of agency recruiting, Sean decided to move towards internal recruiting and joined Ytel. He is a huge believer in culture, and puts an emphasis on building relationships.


Like this post? Share your thoughts

New Call-to-action

Content Partners