It’s the time of year when ITDA is working with our clients on how best to allocate portions of budgets dedicated to effective training and employee development. For that reason, we’ve created our Top 5 considerations for investment in staff that will bring the best value to organisations in the year ahead.

1. New Faces

Whether it’s referred to as ‘induction’, ‘orientation’ or ‘onboarding’, welcoming a new member of staff to an organisation is far more than showing them where to get their coffee. Thorough carefully planned introductions, explanations and guidance into all teams an individual will be working with gives comfort, transparency and a clear sense of purpose that fosters positivity, enthusiasm and productivity.

Supporting an individual in recognising their professional characteristics and behaviour, appreciating those of others, and understanding team dynamics always makes for smoother immersion and allows new arrivals to quickly prove their value to a company.

2. Team Dynamics

3. Changing Roles

When a specific job description needs to evolve, the effect on an individual can be similar to when changes are made to a team, but with the potential for more intense impact. Whilst the offer of promotion is usually met with pride and enthusiasm, more subtle changes in responsibilities and duties may cause confusion and nervousness which can spread across a team.

Knowing how to approach the subject of change with an individual is crucial to achieving its success within the business. If a manager has the tools to help predict an individual’s likley reaction, then they can plan the best approach to the conversation.

4. Staff Retention

There can be no doubt that, for the majority of businesses, the year ahead is going to be difficult. With increased costs and overheads, some organisations are having to reduce their headcount, but the work still needs to be done. Simply allocating more and more work to the same individual can cause anxiety, resentment and, in the worst cases, exhaustion (‘burnout’) which is one of the main reasons reported for companies losing their best talent.

Time should be spent with members of staff being asked to take on increasing workloads to not only make them feel more comfortable, but allow managers to genuinely and compassionately view the amount of work they are being asked to do.  Striking the balance between providing support, training and resources to improve efficiency and capacity, with a realistic expectation and clear remuneration will stop people looking elsewhere.

5. Leadership

ITDA provides individual and team training, and supports internal HR and training managers in the delivery of theirs.