Training Only Pays Off When It's Applied

In the last six months, I've seen three doctors for minor issues.

Three doctors. Three different minor ailments.

All three suggested over-the-counter treatments, and I agreed with their advice.

One treatment involves using a small machine several times a week. Even with insurance, I still pay $50 out of pocket each month.💰

Despite paying for the device every month, I still haven’t used it.

Maybe I’m just too lazy to set it up. I could easily use it while watching videos or TV, and the treatment doesn’t hurt at all.

The box just sits there collecting dust.

I keep it out where I can see it to remind myself, but even then, I keep paying $50 a month without using it.

I’m sharing this because the same thing often happens with training programs.

🎯People who actually use what they learn in training see real results and do well.

Others just let the training materials collect dust.

These employees end up complaining about delays, coworkers, or subcontractors. They stay stuck, waiting for things to improve.😕

Here’s the catch.

HR teams and executives evaluate results to determine whether their training investment was worth it.

Just like my $50 a month for the machine, I don’t get a good return on investment if I don’t actually use the remedies.

To get our money’s worth, we need to be proactive and motivated.

Otherwise, as the saying goes, doing the same thing again and again but expecting different results is madness.🚩

A/E/C firms that offer sales and communication training often don’t know what their return on investment is.

Many think that it’s hard to measure the value of soft skills.

I would argue with that mindset.

➡️The key to seeing tangible results from training is to hold people accountable after the program ends.