Though employee engagement reached the highest level since January 2011—according to Gallup—there is still room for improvement, as only 34.1 percent of U.S. workers are engaged. How can businesses improve workplace engagement? It starts with organizations treating their employees right. This includes appreciation, adding purpose to their jobs and most importantly, developing skillsets through training programs. All of which, both large and small organizations should be doing.

Below are five important aspects to keep in mind when comparing corporate training to small business employee training and what both kinds of programs can do to promote employee growth.

  1. Resources

When it comes down to it, resources and money are a huge difference when comparing corporate and small business employee training. But just because small organizations lack in funding doesn’t meaning the training and development has to suffer. They may, in fact, have the best resources of all, their established and top talented employees. These employees have not only gone through the training process, but are more valuable than any other training method because they can serve as accessible mentors. New employees can feel comfortable reaching out for help with on-the-job situations. In turn, this can improve the onboarding and the training process overall by helping new employees develop relationships and feel more a part of the organization.

  1. Online training courses and mobility

Another important difference with large and small business employee training is the types of training methods available and how accessible they can be outside of the office. Corporate companies may have the resources to invest in programs that are more accessible and personalized to the learner, but small businesses can too. As technology becomes more innovative in the coming years, so have the training options for employees and employers. From using video to microlearning and gamification—small organizations can incorporate the gaming, rich media and hyper focused specialization techniques into their own training. These important aspects can also help organizations mold training and development programs that best match their workplace environments.

  1. Tracking results and goals

In order for training and development to be effective, businesses need to find ways to track their results and overall goals they have with training. Both large and small corporations will differ in the goals they set and how they measure progress, but for employees to fully benefit from training programs, they need tracking to know how well they’re doing and where improvements can be made. Better yet, make employees a part of the process by including them in the goal-setting meetings and learn what they want to get out the training as well as what skills they want to develop. Furthermore, performance reviews are a good place to start to see where employees need improvement.

  1. Engagement levels

Top talent employees are usually very motivated and self starters when it comes to development. Nevertheless, engagement tactics may differ from company to company, but work as an organization to implement engagement with your training. When employees are motivated, the more effective the training will be in the long run. Look at the latest technology trends and see what your organization can benefit from. From more job application to videos and illustrations, it can help employees feel a sense of accomplishment with their training.

In addition, other training engagement tactics include having employees share their training success stories with other departments and employees to help create a culture of learning and development.

  1. Culture of growth and development

Lastly, employee training programs should promote a culture of growth and development. As mentioned before, both large and small businesses should create unique learning programs that better advocate the organization’s overall values, mission and culture. Though larger organizations may use different techniques and resources to promote their values and mission to new and current employees, small businesses shouldn’t ignore the platform training programs give. By doing this, training will be treated less like a chore and give more value to an employee’s job and career overall.

Though large and small businesses differ when it comes to employee training, at the end of the day, it’s important that training is engaging, accessible and promotes the organization’s culture of growth and development.

The post 5 Important Differences Between Corporate and Small Business Employee Training appeared first on Home Business Magazine.

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