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By Sam Piha
Training plans and subsequent training sessions can enhance employee skills and promote program improvement. Investing in training plans that emphasize teamwork and communication skills can also contribute to better collaboration among employees. Offering training and development opportunities can enhance employee loyalty and reduce turnover rates by showing a commitment to employee growth.
However, this work can take significant time, effort, and financial resources to develop. It may also disrupt work as the individual may need time away from their regular tasks to focus on the development work. Coursera adds, “Asking people to participate in training that doesn’t interest or engage them can also backfire. If the content is ineffective, the individual could be investing the time but not gaining the required skills from the effort. Finally, training plans only make a difference if employees and managers prioritize individualized development plans. Underlying organizational issues, or a plan that takes a one-size-fits-all approach, can also undermine training plan effectiveness.” [i]
“The benefits of youth worker training are often lost when times get tough. Training is often the first thing to go when budget cuts are needed. This is true even in industries that have greater financial capital to work with than youth-serving programs. But youth work leaders are faced with a no-win situation when budgets are tight... It’s not easy to solve the problem of tight budgets. But the need for well-trained and motivated staff is so important. As a result, youth work leaders must find exceptional training with a minimal cost. And that helps programs achieve their mission.” [ii]
WHAT IS A STAFF DEVELOPMENT PLAN?
According to Sam Cook, “A staff development plan, also referred to as professional development and career development plans, is a strategic tool used by organizations to support and enhance the skills, knowledge, and abilities of their employees. When done right, an employee development plan not only helps people grow and excel further in their roles, but also builds a more skilled, adaptable, and engaged workforce. That is, both employees and employers benefit, as these plans bridge current capabilities to future needs.” [iii]
FIRST, THE BENEFITS OF YOUTH WORKER TRAINING
According to The Professional Youth Worker, “The benefits of youth worker training are often lost when times get tough. Training is often the first thing to go when budget cuts are needed. This is true even in industries that have greater financial capital to work with than youth-serving programs. But youth work leaders are faced with a no-win situation when budgets are tight. They must make the choice between offering less youth worker training or serving fewer young people. No one is blaming them!
It’s difficult to run a program and balance so many competing needs. Every day, youth work leaders struggle with the fact that funding for youth-serving programs is woefully inadequate. But abandoning training for youth workers is harmful. It has long-lasting negative impacts for every aspect of a youth program. And that costs all of us.
Professional development for youth workers impacts your organization’s culture. Funding training for youth workers is a challenge. But it is always the best investment. Because youth worker training has so many positive outcomes.
Youth worker training promotes a positive organizational culture by:
- Promoting the value of learning
- Encouraging personal and professional growth
- Giving team members the confidence that they are well-trained
- Creating a sense of commitment
- Instilling pride in your mission
In fact, youth worker training is at the core of every successful program.
- Individually and as a team, youth workers are prepared to change lives;
- Young people supported by highly trained and motivated team members will experience measurable positive outcomes;
- A strong team and more positive outcomes help programs secure funding to support more young people.
Also:
- Youth Worker Training Reduces Expenses: As most youth work leaders know, turnover is expensive. Most research shows the average cost to replace a youth worker is about 30% to 50% of their annual salary. It is even more expensive for directors or program leads. Those costs are estimated at 150% of annual salary. Training is a proven tool for team member retention.
- Affordable Training for Working with Youth Is Vital: Outstanding leaders in youth work want to recruit and retain the best team members possible. They see professional development as an organizational priority. It’s not a perk or an afterthought to them. It’s not easy to solve the problem of tight budgets. But the need for well-trained and motivated staff is so important. As a result, youth work leaders must find exceptional training with a minimal cost. And that helps programs achieve their mission.” [iv]
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BENEFITS OF USING A STAFF DEVELOPMENT PLAN
According to Coursera, “Training and development can differentiate your program and keep employees engaged. Specifically, it’s useful to personalize employee development with an effective training plan.
Organizations must equip their workforce with the tools and knowledge needed to thrive in today's rapidly evolving landscape. This is where well-crafted employee training plans come into play. Employee training plans provide a roadmap for skill development, career growth, and organizational success.
As training plans are designed to develop competencies, they can help build employee confidence and positively impact the individual’s overall performance and success. This, in turn, benefits your organization’s success as the individual gains the skills to contribute over the long term and to add value to your business.” [v]
“Training plans can support individual and operational success by offering a clear roadmap for goal achievement. This can help individuals and organizations stay focused and on track. A well-designed training plan provides a structured approach to the larger goal, breaking it down into smaller, more manageable tasks. This helps optimize time and resource utilization by prioritizing tasks and activities. Additionally, training plans include progress tracking mechanisms to help ensure the training produces the desired results.
Developing a training plan can also boost employee engagement. They will see that you care about both recruiting and retaining talent. Plus, through regular check-ins with the individual, those offering accountability can develop supportive relationships with the employees.
When we provide opportunities for growth, employees can perform their roles more effectively.
- Increased Employee Engagement: When employees see that their career goals are supported by the organization, they are more likely to be engaged and motivated.
- Enhanced Retention: A strong development plan can help retain employees who feel valued and have opportunities for advancement.
- Organizational Growth/ Improvement: By investing in staff development, organizations can build a more skilled and capable workforce, leading to improved performance and innovation.” [vi]
You can learn more on staff development, by reading our briefing paper,
Creating a Staff Development Plan and by viewing a recent
webinar recording.
