Training and development are key components of employee engagement. When staff feel valued and invested in, they are more connected to the lab, its mission, and the stakeholders who benefit from the work. Investing in staff growth and development through training improves their level of mastery in their work, raises their performance, and improves the lab’s capabilities. While some external training may have a cost, there are many ways to obtain training and development opportunities that have no impact on the lab’s budget. Even for those with some cost, the benefits of training and development can have an impressive return on investment (ROI).
#1 – Cross-training
Internal training can be a powerful way to share knowledge and experience, increase operational flexibility, and safeguard critical knowledge for the lab. For cross-training to be successful, you’ll need at least three things:
- A willing and able teacher: Not everyone with experience and proficiency is an effective trainer; invest in helping experienced staff improve their ability to teach and train
- A reason to use the new skills: Training for the sake of training wastes everyone’s time; develop a plan to consistently use the new skills to keep them sharp and useful
- Effective tools: Implement tools like shadowing and on-the-job training to improve the effectiveness of cross-training plans
#2 – External training
Not everything that staff need to develop to their potential exists within the lab. Sometimes new knowledge and skills are required to drive the individual’s and the lab’s development. Examples might include technical training on new equipment or techniques, in-depth knowledge for specialized experts, leadership training, or new areas of science as the lab evolves and expands. External training is delivered in various ways, ranging from free webinars to paid, in-person, hands-on training sessions. Evaluate the lab’s needs and budget, and then seek the opportunities that fit best.
#3 – Strengths
A truth about staff training is that people are much more motivated to grow an existing strength than to prop up a weakness. Collaborate with individuals to gain a deeper understanding of their strengths and explore ways to enhance those strengths, ultimately benefiting the lab and its stakeholders. Asking people to improve their weaknesses can, at best, deliver mediocrity. However, further developing strengths can deliver excellence. If the team is sufficiently diverse, each member’s strength will cover someone’s weakness, so that stakeholders and line management only see the team’s strengths.
Developing a comprehensive training and development plan for lab staff helps them reach their full potential, enhances the lab’s overall performance, and improves employee engagement and motivation. Most training only carries an opportunity cost and doesn’t impact the lab’s budget. Effective training programs will deliver high ROI and greatly benefit the lab. One way to proceed is to include an annual development plan in staff objectives that presents their training as one of their annual objectives.
