Winning Teams Train For It
Mig Taveras
For high-performing companies, training isn’t a “nice to have;” it’s a way of life, and it’s the culture. At Blue Hammer and RAFTRx, we’re big believers in the idea that you can’t over-train. Businesses must re-evaluate how they handle their training programs, considering aspects like volume, frequency and the weight they carry within the organization.
During challenging times, employee training and upskilling are often among the first budget and resource cuts businesses make, devaluing their short-term worth without considering the long-term repercussions.
Historically, some industries are more reluctant than others to embrace training as a key part of their company culture and identity. Take the roofing industry, for instance. Many roofing companies struggle with high turnover rates. This is because the traditional mentality towards newcomers in the industry or workplace is “sink or swim.” However, people don’t want to be left to their own devices to find success within their careers; they want to have a purpose within their organization and find a sense of belonging.
To achieve this, businesses across all industries need to evaluate the current role that training plays within their organization. Where do existing efforts fall short? Is there sufficient employee buy-in? How can training become more accessible, enjoyable, and integrated into daily operations?
There’s No Such Thing as “Too Much” Training
The best teams never stop learning. Humans are fallible creatures, and this applies to our learning capabilities. There’s a concept known as the “forgetting curve,” or the idea that information loss occurs quickly after learning something new. Research on the concept shows that, on average, people lose half of what they learn within an hour and 70 percent within 24 hours.
Repetition and continuous exposure are key. They help to build muscle memory and subconscious competence. With enough practice, great teams don’t rise to the occasion; they fall back on their training.
Teach, Don’t Test
Companies that do not invest adequately in their employees tend to face more staffing challenges than those that adopt a training-first culture. A lack of training often results in burnout, inconsistent performance, and ultimately, high turnover.
Though many believe training is a significant expense, continuously sourcing new, qualified talent is more costly in the long run, and it is unsustainable. By investing in training and upskilling now, your team indirectly invests in your organization’s future. You’re building a team equipped with the tools, resources, and knowledge they need to excel and continue succeeding for 5, 10, and even 20 years thereafter.
Creating a Culture of Support and Success
What’s important is establishing a supportive culture. Training materials must be accessible. Consider that we all learn differently and provide varied learning opportunities through listening, note-taking, observing, and gaining hands-on experience. A well-rounded program will offer opportunities for everyone to succeed.
Don’t settle for training someone once and then moving on. We don’t retain everything all at once, and learning can flow both ways on the leadership chain. Just as a newcomer to the industry can learn a lot from their seasoned peers, newcomers introduce new ideas and perspectives that can transform how even the most experienced professionals approach a task.
Instead, focus on consistency, which, with time, eliminates guesswork, improves confidence, builds consistency and fosters a supportive team environment.
Encouraging a Culture of Training
Organizations need to create interest and incentivize employees to engage with programming. Building rituals and creating opportunities for recognition generate excitement and create an atmosphere that makes it more enjoyable for everyone to participate. Also, remember to celebrate the milestones and wins, even the little moments.
To succeed in today’s ever-challenging marketplace, businesses need to make training and support part of their company identity. When it’s ingrained in the company culture, it can’t be easily removed—performance success becomes predictable and business growth more sustainable. Moreover, pride in one’s work and teammates is contagious and creates a cycle of training and development. Your team will build and grow with the business.
Start training as if your company depends on it, because it does.