Estimated reading time: 4 minutes
I’ve written before about making things mandatory. Today’s reader note adds a new level to the discussion by linking it to their job.
I’d like your take on mandating training meetings that have nothing to do with my job. Thanks!
Like I said, I’ve written about mandating things before and generally, I’m not a fan. Companies should be able to explain why an employee needs to attend something in a way that makes an employee actually want to go. Even if it’s required by law or a best practice. Sometimes making things mandatory becomes a “You have to go to training because it’s mandatory.” or “because HR said it’s mandatory.” and it gives managers an excuse not to explain why the training is important.
In the case of today’s reader note, I really focused on the “nothing to do with my job” comment. It seems like a few things might be happening.
Scenario #1: The mandatory training is not a part of the employee’s job, but the company is making them go anyway. The question becomes “Why?”. Is it because some senior leader or a human resources professional said so? I do struggle with that because it means that companies are allowing employees to take time off work to attend training. The cynical side of me says that companies just wouldn’t do that. They would want employees working and being productive.
Scenario #2: The mandatory training isn’t a part of the employee’s current job but might be a part of a future job or responsibility. We talk about upskilling and reskilling regularly. Is it possible that the company is planning to make some changes and employees need to attend training to get ready for those changes? Makes total sense. What doesn’t make sense is that the employee’s manager wouldn’t tell them. For example, a manager might say that the company is going to be implementing a new software upgrade in Q4, so we’re scheduling employees to attend a refresher session prior to the upgrade.
Scenario #3: The mandatory training is a part of the employee’s job … they just don’t know it. Hopefully, this isn’t the case, but is it possible that an employee doesn’t realize that this mandatory training helps them do a part of their job? And the employee doesn’t realize they are supposed to be doing it? I wish I could say this never happens, but I’ve had employees come to me after being disciplined for something not getting done only to discover that no one told them it was part of their job.
None of these scenarios require mandatory training. All of these things require good communication.
- Tell employees what’s expected of them. Set expectations on performance levels.
- Provide training to ensure employees can meet the performance standard.
- Offer performance feedback. Coach employees when necessary.
- Share information with employees about upcoming changes in company standards.
Employees should not be told that they are required to attend training and not understand why. This does bring up one more point. Even if the manager did a really poor job of communicating, the training program should have learning objectives that explain why the employee is there and how to apply this information in their work. I like to call it the WIIFM (What’s in it for me?). This might be another place that needs review.
Organizations want employees to be productive. Frankly, employees want that too. When employees are doing their best work, it allows them to learn, get promotions and pay increases. And it helps the company accomplish their goals and take care of customers.
Image captured by Sharlyn Lauby at the ATD International Conference and Expo in Orlando, FL
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