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Ugh, training. A logistical nightmare for many, company-wide or departmental training is more often than not an item relegated to “would be nice to have” lists. However, all of your employees are going to need additional training at some point; in fact, research shows that 40% of organizations’ new college hires alone will need additional coaching and training to be effective members of the workforce and contribute to the company. As employees grow and advance, they will need to add new skill sets to their toolbox. A proactive manager will want to offer learning and training opportunities for employees as frequently as possible. Why? A few reasons:

You’ll be Grooming Your Company’s Next Leaders

Good leaders are hard to find – that’s why you have to train them yourself. The need for more leadership talent is the top pressure driving learning activities in organizations. Companies that grow their own leaders, so to speak, have an enormous advantage over companies that have no leadership learning or training; they are planning proactively for the future, whereas companies not investing in learning have no strategy for replacing leadership. They will have to hope that they can find a good fit in the open marketplace, which is becoming a much more difficult task.

It Fosters Positive Employee Engagement

Learning is all about empowering employees to be more proactive in their careers by outfitting them with the tools and knowledge needed to advance their careers. Your organization directly benefits from their improved experience, true, but at the end of the day, learning is employee-centric. By demonstrating that you care about your employee’s performance and growth, you’re engaging with the employee, and offering the employee a positive, proactive way to engage with the organization. This positive reinforcement will earn you employees’ loyalty, helping to increase retention rates.

It Opens Up Enterprise-Wide Learning Opportunities

Your employees aren’t the only ones who can benefit from learning. Imagine being able to help a channel partner or vendor better understand your product, or the ability to train customers on how to best use your products. Both groups would be more successful, which would only help boost your organization’s bottom line. By fostering a culture of learning amongst employees, you’ll be opening up opportunities to expand learning enterprise-wide.

Just because you graduated from school doesn’t mean that your days of formal learning are over. By sending your employees, partners, vendors, customers, and yourself to training, you’re only creating a more dynamic, skilled set of individuals supporting your organization. Still need to make the case for enterprise learning? Check out Aberdeen’s research on the subject in “Extended Enterprise Learning: Educating the Channel to Improve Results” today.

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